New research suggests that employees who are passionate about their work see passion for work as a moral imperative, and they’re more likely to judge colleagues who are motivated by other reasons, such as financial stability, social status, or familial obligations. Leaders must recognize the diverse motivations that drive their workforce and create an inclusive environment that supports and values all forms of motivation, rather than penalizing those who do not fit the passion-centric mold.

Is it possible for companies to protect employee autonomy, engagement, and well-being, as well as job flexibility while also ensuring efficiency and productivity through a period of economic uncertainty and slower growth? True, sustainable flexibility encompasses which tasks people do and how they get them done. It’s about making work “fit” people, not the other way around.