Hi @karnold welcome to the community!
This is a great question and the flexibility piece is something we have had in place for a while. I’m unsure where you are located but I’m in Melbourne (Aus) and also work for an IT services company. There is flexible working arrangements as legislated by the Govt and then there is the extra layer of flexibility, because if you can do it, its the right thing to do for your people!
We have always had very flexible practices and are now building out our remote workforce, so when it came to an actual policy we had to be clear about the difference between the legislated options and then our offering of flexibility and what it means. Is it time shifting hours? Is it working from home a day a week? No matter what it is, we are open to trying it. If its a new arrangement for us, we always pop it in a trial period to ensure it works for the business and the employee. We haven’t had anyone ask for compressed hours as a regular arrangement but have made it work in an ad hoc setting were someone needed a day off and didn’t have enough leave.
The only two things that I think we didn’t quite get right in the beginning, is making sure there are clear goals/KPI’s/measures in place so you can still track HOW effective the employee is on their new arrangement. All our Devs & Engineers have timesheets which help with that level of accountability.
The other part which we didn’t really consider, was the perceptions of other people who wanted to be in the office all the time and who don’t really makes use of the arrangements, and their opinions of people not being at their desk all the time. There seems to be a little old school/closed minded mentality there for some who think that those people aren’t working or are taking advantage.
Keen to see what others have to say on this topic!