Having flexible schedules at work can lead to happier, healthier staff.
Flexible work arrangements are proving to be an added benefit that reduces employees’ stress. There’s also some evidence that these arrangements can increase productivity.
Unfortunately, employers tend to make one big mistake when it comes to flexible schedules at work:
They don’t make a commitment to it.
Company management needs to be committed to, and fully supportive of, having flexible schedules at work.
Employees want to feel supported in their work and personal lives. That’s why it’s a big mistake when employers don’t fully commit to their flexible work schedules offering.
There once was a time when managers were probably worried that workers would abuse flexible schedules at work. But what I’ve found is having this benefit leads employees to be more productive and less stressed out, which helps with their overall effectiveness.
Employees appreciate having this arrangement at work and will do whatever it takes to keep it.
Here are some tips on creating flexible schedules at work policies and procedures:
- They have to be carefully designated.
- Weigh the benefits versus the risks before you implement flexible schedules. Look at all the pros and cons.
- Do your research in order to determine if this type of program is right for your company. For example, in the construction industry it doesn’t usually make sense to offer flexible schedules.
I once worked with a non-profit organization to come up with numerous flexible operations for their workforce. These options included things, such as:
- Weekend-only work
- Floating from different departments or facilities
- Work at home
- Seasonal work program
- On-call assignments
I think the success of this offering was because it became a big part of the company’s culture. The management team fostered this type of work environment, so it became a positive thing.
Offering flexible schedules at work made sense for their business, as well.
The overall keys to creating successful flexible schedules at work policies and procedures include:
- First, making sure it’s the right option for your organization
- Second, getting upper management to be committed to, and fully supportive of, the program being implemented.