There are many aspects to consider when measuring the success of your work timetable. Let’s consider what these factors are in order to gain some insight into how to ensure effectiveness.
In the context of work-life balance, too much flexibility may lead to carelessness and too little may lead to stress. In order to find the middle ground we need to test the waters. When experimenting with new policies, employers also need to be cautious as pushing too much either way can cause distress or confusion.
According to the Society for Human Resource Management, over a third of workers start the day before they even leave for work due to accessibility through mobile phones. A quarter of workers use their devices while using public transport to get to work. Over a third work through their lunch break, over a third also after arriving home and another 26% will work after their evening meal.
This phenomenon occurs constantly every working day and even on off-days. We seem to be drawn to answer our phones even when we don’t have to. It is not unusual for us to make ourselves available 24/7 even though we are not obligated to be at hand constantly.
A healthy balance needs to be found for both employers and employees to achieve high productivity.
What are the Advantages of Flexibility?
Contrary to the days of the older generation, when it was encouraged to be stoic and stick to a regular work timetable for decades, the new generation have a completely different perspective. The younger generation are comfortable with flexibility and juggling their time between more than one job. The more dynamic the demands, the more successful they feel. Their freedom is cherished and they have the discipline to work successfully on their own terms.
Employers need to provide for this new trend by offering flexible work hours. This may mean longer days with other days off, or some days working remotely and others at the office. Employees have to be able to manage their own time.
Putting your Flexible Work Arrangements into Practice
Communication is key when attempting to formulate new timetables. Employers need to be careful not to upset the balance, when experimenting with new time constraints. Talking openly and finding out what the preferences are and how employees think will ensure a positive outcome. Welcoming feedback helps to gauge whether things are moving in a positive and effective direction.
It is advisable to prepare a written plan that is studied and agreed upon by both workers and employees. This can be added to the employee handbook to make sure that the new policy is in agreement. Employees need to be familiar with the new plan in order to be ready for expectations and how to fit them into the new framework.
These new plans are dynamic and can be adjusted according to changes that may come about for either party. The results of these new plans should be documented and the outcomes noted so that changes can be made within the right context. Employees need to have a say in these decisions as it affects their working lives as well as the company’s productivity.
Different Arrangements for Different Work Situations
Your company and its employees are unique. Be creative and try to implement policies within the context of your needs. Good communication is a priority. Some employees may prefer to work at the office and others from home or even in a remote work hub. Different people have different rhythms and some may prefer to work at night and others during the day. Sometimes it could be conducive to offer a shorter work week or longer breaks in exchange for availability on the weekend for example. The University of Minnesota and MIT study proves that the more flexible the work timetable is, the more content employees are. They enjoy the freedom of being able to spend quality time with their families and will take responsibility for completing work tasks with greater dedication to their job.
Contact us today to set up a meeting where we can discuss how using our Integrated Facility Management Platform will help your business to run more efficiently.
You can email info@alcm.co.za or call +27 87 286 6445