Facebook is among the companies seeking a director of remote work, and Brynn Harrington, vice president of people growth, explains why the role has been created and what Facebook is looking for from potential candidates. Job.com CEO Arran Stewart predicts other companies will follow the trend, saying, "[T]ech often leads the way and is the most reactive with other industries following their lead."

Managers should focus on "predictability and flexibility" for their employees, especially parents, that preserves deadlines and other structures but acknowledges that sometimes life gets in the way, write Ellen Ernst Kossek, Kelly Schwind Wilson and Lindsay Mechem Rosokha. Lead by example, as "the more managers use flexibility, the more likely their employees will feel they can use work-life flexibility without fear as well."

Women remain underrepresented at all management levels and it could be 2070 before they achieve equal representation at the executive level if current trends continue, according to a study by The Myers-Briggs Co. Myers-Brigg's John Hackston explains how personality, and in particular the "thinking" or "feeling" decision-making factors described in its assessment, affect women's career advancement and urges employers to explore solutions.

To attract and retain the best talent, business owners can consider offering a tuition reimbursement, writes Skye Schooley. Some businesses might offer these benefits to all of their employees, while others might set eligibility requirements based on tenure or other factors.

High-performers need executive backing to take that next step in their careers, and they can get that attention by offering to help with key business problems and asking for a guide to the organization's hidden processes and culture, writes Joel Garfinkle. "Raising your visibility is more than a one-step task to get a stakeholder's attention; it involves developing a relationship with key members of your organization and offering value for the mentorship you seek," Garfinkle writes.