Making Flex Time Work Takes Core Strength!

Hiring and retaining employees has not only become more competitive, but also less traditional. As more millennials enter and change the work force, flexible work arrangements now feel like an expectation and not a privilege. Many employers consider flex time to be something only the Google’s of the world can accommodate, when in fact, it can be beneficial and manageable for many types of organizations.

Why to Consider It

Flex time is a simple way to retain and attract talent. Whether it is a parent that needs to drop a child off at school, or an employee who wants to step back as they near retirement, all types of employees benefit from a flexible schedule.

Flex time can also help combat unplanned absences or time away from work. If an employee is regularly scheduled to leave earlier in the day, it allows the ability to schedule appointments at a time that may have otherwise taken them away from work.

What it Looks Like

Flex time can mean a variety of things such as working from home on occasion, 4-day work weeks, flexible work hours or any other adjustment that works for both the employer and employee.

Establishing core business hours is a great first step to accommodate flexible hours. Core business hours means all employees are required to be physically present during that block of time. This allows for both the early birds and night owls to create a schedule that works for their lifestyle, while still maintaining office coverage during peak hours.

How to Manage Flex Time

For any type of flex time to succeed, companies must set clear boundaries and expectations. All managers should be aware of and approve scheduling changes in advance to ensure proper coverage. Additionally, a flex schedule might not fit all positions. For roles such as customer service, it is important to be physically present during office hours.  

Lastly, flex time should be treated as a perk and only available to those in good standing. If any employee is struggling to perform at the expected level and/or is not meeting productivity goals, there likely is a need for a more fixed schedule and oversight. In this situation, the discussion around a flexible work arrangement is a great opportunity to reinforce concerns regarding the employee’s performance.

Flex time is not a solution for every business and does not work for certain positions. As the work world continues to evolve, however, it is important to be open minded about changes organizations can make to accommodate employees. Small changes can make a big impact with fairly minimal cost and without any significant disruption to productivity or quality.

If you are considering a flexible work arrangement for your employees, contact one of the HR professionals at EctoHR for expert advice on how to avoid many of the common pitfalls employers face. The EctoHR team is available at 810-534-0170 or hr@ectohr.com.