Work-life flexibility is not a perk.

It’s a critical aspect of a thriving workplace culture. Employees with autonomy over their schedule are more likely to be engaged in their jobs and remain loyal to their organization. It’s something job seekers want and expect.

Younger professionals especially look for work-life flexibility. It impacts mental health, stress, and focus time that separates work and personal tasks. And they know there are smart businesses that see the benefits, too.

Energage highlights Top Workplaces for Work-Life Flexibility. The award winners prove that a culture of flexibility supports higher employee retention and productivity, reduces burnout and sick days, boosts wellbeing and helps recruitment.

Nationwide, one example of a Work-Life Flexibility honoree is Delta Dental of Colorado, based in Centennial. Delta Dental has a hybrid work model and flexible scheduling that make it easier for workers to balance their work and personal lives. Plus, the organization offers competitive personal time off and resources for stress management, childcare, and eldercare.

Here are a few approaches to consider when adopting workplace flexibility best practices.

Set expectations: Employees need support and guidance. The key to managing flexible working arrangements is to set clear expectations. Be sure to communicate clear deadlines, collaboration expectations, and measures of success.

Communication: To sustain the benefits of workplace flexibility, HR and leaders need to communicate proactively to ensure employees feel well-informed about important decisions. Identify which of the many messaging, video conference and file-sharing platforms support the best communication methods for your organization, and use them in unison.

Encourage flexibility all around: When managing flexible work arrangements, keep in mind that flexibility means different things to different people. Companies need to encourage their employees to think creatively and work with managers and teammates to find an arrangement that supports everyone. The workplace must also consider barriers that prohibit a flexible approach, from family care to technology.

Focus on measuring outcomes: Adapting to best practices requires a mindset focused on outcomes rather than processes. While it may seem counterintuitive, giving employees greater control over how they work can ultimately lead to greater productivity. An outcome focus also gives employees a clear understanding of performance expectations and the metrics that will measure their work.

Accountability: Personal accountability plays a vital role in shaping best practices for flexible workplaces. Employees should understand they will be held accountable for the results of their work and productivity. Measuring outcomes and transparently communicating those results can establish benchmarks to keep employees inspired, engaged, and accountable.

Companies that offer different types of flexibility in the workplace stand out as employers of choice with forward-thinking approaches that focus on the changing needs of their employees. Flexibility is appealing to current employees as well as top talent in search of a work-life balance. Employees will be more productive and committed to your organization.

Bob Helbig is media partnerships director at Energage, a Philadelphiabased employee survey firm. Energage is The Denver Post’s survey partner for Top Workplaces. To nominate your company as a Top Workplace, go to denverpost.com/nominate.