Retain Workers with Flexible Work Options
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Not all Baby Boomers are ready to retire, but many no longer want to work the traditional workweek. Parents want more time with their families and many recent college graduates want more time to pursue leisure activities. These and other demographic trends create a demand for flexible work options. Many businesses have found that flexible work creates an inexpensive retention tool that builds employee commitment and increases productivity.
Companies benefit from flexible work options in several ways. First, employees with flexibility to take care of personal business on off days or through flextime have lower rates of absenteeism. Telecommuters can often work through mild illnesses or with sick children at home when on-site workers would need to take a day off. Companies often improve service to customers by extending operating hours through compressed workweeks or flextime schedules. Further, companies save money through reduced office space needs as a result of shared workspaces and telecommuters. Most importantly, companies offering flexible work options build a loyal workforce, saving the company from costly turnover.
However, many business owners hold a limited view of flexible work, often only considering part-time schedules. Employees seeking flexibility have challenged companies to create several flexible work options including:
· Job sharing. A job share exists when two different people share one job at a company. The pair shares one job description and one workspace. Numerous ways exist to split up the workload. Typically, those in a job share arrangement split up the work to ensure coverage at all times, either by the day, the week or the month. Job share workers enjoy the flexibility of part-time work, with the responsibilities of a full-time position. As a result, career progression opportunities continue, as workers can take on the type of responsibilities sometimes only full-time workers can access. The company gains the expertise of two workers for the price of one.
· Telecommuting. Telecommuting allows workers to use technology to work from home, or anywhere. Telecommuters work independently, dealing with customers on the telephone or submitting work via e-mail. Some telecommuters work full-time from home, while others work a few days in the office and a few days out of the office each week. Telecommuters save valuable time during their day because they do not have to drive to and from work. Further, telecommuters typically can flex their daily schedules to take care of personal business during the day.
· Compressed workweek. A compressed workweek provides an alternate schedule to the traditional five, eight-hour day workweek. Someone working a compressed workweek works longer hours on fewer days. Several alternate schedule options exist such as four, ten-hour days, or three thirteen-hour days. Employees appreciate the compressed workweek option because it gives them at least one day off each week to take care of personal business. Those working a compressed workweek also benefit from one or more fewer commutes each week, saving time and gas money.
· Flextime. Flextime allows workers a regular workweek, but gives each individual the option to start his or her day earlier or later than the regular start time. For example, if most employees work 8:00 a.m. until 5:00 p.m. each day, a worker might instead work 7:00 a.m. until 4:00 p.m. or 9:00 a.m. until 6:00 p.m. When companies offer a flextime option, they typically set “core hours” that all employees must work. For example, the company’s policy might state that all employees must work eight hours per day and also must be present during the “core hours” of 9:00 a.m. to 3:00 p.m. each day. Core hours often coincide with customer needs and make it easier to organize meetings. Companies that offer flextime also typically allow workers to flex their hours as needed to handle personal business such as a doctor's appointment. The employee can set the schedule that works best for him or her, often allowing for more work/life balance. The employee can also schedule work hours to avoid a congested commute.
Companies pursuing these workplace arrangements must make sure they have well thought out policies and practices in place. For example, your company should consider how to manage paid time-off allowances, pay adjustments for reduced hours and benefit participation policies. Further, you must give supervisors guidance in how to manage a flexible worker. Finally, flexible work may require you to change the way you measure performance. You cannot rely upon attendance as an indicator of productivity. Performance must be measured based on outcomes, rather than inputs.
