IMPLICATIONS FOR CORPORATIONS TO MEASURE THE EVPT
IMPLICATIONS OF THE EVPT ANALYSIS
In talent management terms, we refer high values of EVPT to employees who:
Prioritize work–life balance over rapid professional growth.
Value shorter workweeks, flexible schedules, remote work, or compressed weeks.
Show low availability for overtime, travel, or schedule changes.
Seek low-stress environments and high autonomy.
Efforts related to organizational adaptation will be crucial to guarantee a good corporate reputation and talent acquisition and retention
#1. ORGANIZATIONAL IMPLICATIONS
Workforce planning
If many employees demand time off or flexible hours, shift and project coverage become more complex.
Workload peaks (closing periods, campaigns, deliveries) require finer planning and greater anticipation.
You may need larger or more versatile teams to cover absences or reduced schedules.
Real-life example: A marketing firm where several designers work four days a week must distribute projects with longer deadlines or hire freelance support.
#2. COORDINATION COSTS
There’s a greater need for management tools and tracking systems (shared calendars, asynchronous communication, clear documentation).
Managers must spend more time coordinating tasks because availability isn’t homogeneous.
Risk of “continuity loss”: projects slow down because key people aren’t working at the same time.
Mitigation: define the “core hours” of overlap and use structured communication systems (e.g., async-first methods).
#3. PRODUCTIVITY MANAGEMENT
If the company still measures productivity by hours present, conflict is inevitable.
A paradigm shift is needed — from measuring hours to measuring results (OKRs, KPIs, deliverables).
This means training middle managers to evaluate performance without time control.
💬 In short: flexibility without a results culture = chaos.
#4. ATTRACTION AND RETENTION OF YOUNG TALENT.
New generations (millennials, centennials) value personal time, travel, side projects, and flexibility.
Offering autonomy over time improves employer branding and reduces turnover.
Rigid organizations become less attractive and lose competitiveness for talent.
🔹Example: Tech startups offering four-day weeks attract highly qualified profiles willing to accept lower pay for better quality of life
#5. GENERATIONAL DIVERSITY AND EXPECTATIONS CONFLICTS.
In mixed teams (younger + older generations), cultural friction may arise:
Older workers: “I never got that kind of flexibility.”
Younger ones: “I don’t want to live to work.”
Requires active intergenerational dialogue, explaining mutual benefits of flexibility.
#6. LEGAL AND COMPLIANCE IMPLICATIONS
Labor laws (in Spain and the EU, for example) already promote work–life balance: right to flexible schedules, digital disconnection, reduced hours for caregivers, etc.
Denying or hindering time-off requests may cause legal or reputational conflicts.
There’s also a risk of indirect discrimination if policies affect certain groups more (mothers, caregivers, older workers).