Whether you are looking to bring in the absolute best talentor to find ways to maximize the productivity of employees already in yourworkforce, the flexible work schedule, or flex schedule, is quickly becoming acornerstone of many successful organizations.
Like any evolutionary process, it has taken some time andadjustment for companies once wedded to the expectations of a 9-to-5 workdaybecause “that’s the way we’ve always done it.”
However, as technology has simplified the ability of anemployee to do their job from anywhere with a power outlet and a Wi-Ficonnection, businesses are recognizing that untethering people from their desksyields a myriad of benefits.
What is a flex schedule?
A flex schedule allows employees to move working hoursaround that are different from typical business working hours of 8:00 a.m. to 6p.m. As long as the hours worked totals 40 per week, flexible hours allowemployees time to do things during the day they otherwise wouldn’t be able todo.
There is a distinct difference between flex time and working remotely. An employee who chooses to take advantage of flex time isstill expected to log hours at the office and to be available for in-personmeetings and face-to-face collaboration.
However, if they need to tend to life circ*mstances — adoctor’s appointment in the middle of the day or picking your child up fromdaycare — they have the flexibility to do so. When they get home, they finishout their day by working a little later into the evening.
Is your business flexible enough forflexible schedules?
So, if you’re looking to bring in a new addition to yourteam, or if you’re seeking a way to ensure your current team is reaching itsfull potential, ask yourself a few questions:
- Do you believe your best employees are the ones who show up early and work late?
- Are you convinced thatthe best way to communicate with your teamis when they are all gathered in the same room?
- When employees in your organization are traveling on business, do they often work from the airport or at their hotels?
- When an unexpected work issue occurs over the weekend, do you go to the office to handle it when you could easily take care of it from home?
Truths of today’s business world
At the heart of each of these questions is a truth, whichhas helped companies first become comfortable with and eventually excited aboutthe potential upside of flexible work schedules. Thinking back to thosequestions, consider:
1. Livingin the office doesn’t equate to high productivity.
Just because an employee is the first one in the building orthe last one to leave doesn’t necessarily equate with productivity. And if youdo have an outstanding employee who fits this “first in, last out” mold, theymay beat risk of burnout.
Would employees have more long-term success if they had theoption of applying that same work ethic from home or on-the-go, allowing themto establish a healthier work-life balance?
2. Electronic communication is the newnormal.
There are advantages to speaking with co-workersface-to-face. However, while looking each other in the eye is helpful for clearcommunication, it’s not necessary.
We live in an era where people routinely communicate via text, email andinstant messenger. You can and should learn to communicate effectively withemployees who telecommute or work on a flexible schedule.
3. Business travel is as old as businessitself.
Once faxes, laptops and modems became ubiquitous, road warriors learned they could easily continue working on projects and maintain momentum even while away from the office.
Today,manyworkersare accustomed to working from home. If productive employees need to adjust their schedules to work more often from home, accommodating that request is truly no different than an employee working in an airport or at a hotel.
4. Only certain circ*mstancesrequireyouto be in the office.
When it comes to working on a weekend, only rarely do issuesarise that require your physical presence at the office. If you can do it fromhome, then that’s what you do. You resolve the issue more quickly and continueto make adjustments as necessary from your mobile devices. Just don’t mentionyou’re wearing bunny slippers.
Armed with these answers, you can begin to see why more andmore companies are coming to the same conclusion: Flex schedules are thefuture, and the future is bright indeed.
Implementing flexible schedules is abalancing act
There are certain employees, especially front-line workers,who need to be on site at a certain time every day toensure the customer receives the best possibleservice.
Making flex schedules available to these employees is moreof a balancing act. Some companies, for instance, offer employees the opportunityto work four 10-hour shifts in exchange for a third day off every week. Thiscan be a strong incentive to attract motivated front-line staff.
Similarly, hourly workers and traditional desk jobs requirecreativity and attention to detail when introducing flexible schedules.
You should:
- Tailor your policy to the needs of your business and your team
- Have an official, well-communicated policy detailing the program’s parameters and expectations
- Ensure employees or direct reports are properly tracking their time and are compliant with the policies and laws
Skepticism about offering flex time often stems from a concern that people who are not physically at work won’t work a full eight hours. Ask yourself if this shows thatyou don’t trust your employeeswithout direct supervision. If that’s the case, then you should ask yourself if you’re even hiring the right people.
Indeed, a positive employee culture and effective hiringpractices will ensure your workforce is productive no matter where they arelogging in every morning.
Three Rs: Recruiting, retention andreputation
When implemented well, you can use your flexible schedulebenefits as a means to attract and retain employees.
Highlight flexible work schedules in job ads to incentivizepeople to apply and to implicitly identify your company as progressive andcapable of embracing new trends.
You can alsoenhance your ability to retain employeeswho, in the past, might have had to reluctantly resignwhen an unexpected event alters the work-life balance.
Consider a worker whose spouse gets a new job that alterstheir childcare schedule. Or think of an employee with a parent facing healthissues that require extra doctor visits. These used to be issues that madechanging jobs a necessity.
Not anymore.
You can offer that employee the chance a flex time scheduleso they can achieve a healthy work-life balance, while doing some of their workoutside of the typical 9-to-5 work schedule. Not only do you retain a valuedmember of the team, but you inspire loyalty to the company that helped themavoid a difficult decision.
That loyalty will only strengthen your reputation as adesirable employer. Your team will take notice of how you accommodatedtheirwork-life balance. That can leadto a ripple effect of positive morale and anoverall increase in productivity.
You will also likely notice a specific increase inproductivity from your employees who take advantage of the option of flex time.If you have hired a quality employee, research indicates they will strive toincrease their productivity after moving to flex time in order to
- Prove they are still a valuable, contributing member of the team
- Show gratitude to an employer who offered them a path to a healthy work-life balance
The takeaway
The big picture is this: Giving employees choices ends upbenefiting both the employees and the company they work for. Provide them theflexibility to perform some of their duties away from the office and you cansee a long-term upside, less turnover, a more satisfied and driven workforce,and a stronger, healthier culture within your organization.
This is just one of many strategies that could keepemployees productive, engaged and loyal to your company. For more ideas like this,download and read our complimentary magazine:The Insperity guide to employee retention.
