The trend as of late has been to move away from standard working hours and adapt to a schedule that focuses more on productivity than hours worked. The 9-to-5 is the established norm for a long time, but that doesn't mean a company shouldn't experiment with nontraditional working hours.
While some companies have met some success with implementing a four-day work week, others have moved to a far more opposite "996" schedule—9 a.m. to 9 p.m., six days a week—both in the pursuit of increased productivity. Here, 12 members of Forbes Human Resources Council offer their insight into trying to bring about a dynamic change in the working hours of their organizations, how to decide what kind of change works best and why this change can be critical to their business.
1. The Needs Of Your Business
Companies are each unique in that they reside in a specific industry and geography, and they have a unique set of employees and culture. Companies moving toward new work structures need to first assess the needs of their own business and all the possible options that could possibly work for their employees. Then decide based on driving business results in a culturally respectful way. - Diane Strohfus, Betterworks.com
2. Team Discipline
No matter how you restructure your workweek, the team needs to be disciplined about how they spend time, to create more hours in their day. Be mindful about sending emails instead of having a conversation and reduce the number of meetings. Create an environment where people ask where they can provide the most value. If it is a low-value activity, cut it from the day. Scrutinize the best use of time. - Cat Graham, Cheer Partners
3. Your Culture
You have to have a good understanding of what your culture is before you make a move like this. If your culture is not ready for it and you try to implement it, it will fail. Ask your team for feedback on what they want to do and don't feel like you have to have one policy for everyone. If you're willing to be flexible, let people choose which schedule they want to be on. - Lotus Buckner, NCH
4. Customer Schedules
One important factor in determining the right work schedule for your company is your customers' schedule. For example, if your customers are restaurants, then being available on a Saturday at lunchtime is probably far more valuable than being at your desk on Monday at 8 a.m. Conversely, if you work with banks or law firms, a more traditional 8-to-5 schedule will better serve your clients. - Cristin Heyns-Bousliman, Human Resources Experience, LLC
5. Your ‘Why’ For The Change
Before changing schedules or making any change, an organization should know their "why" for the change and determine if that aligns with the "why" the business exists. We spend a lot of time defining our mission, our values and who we are. With that said, will this change align with what we have defined as important? Bottom line: Change should support our priorities, not a trend. - Bridgette Wilder, Wilder HR Management & EEO Consulting
6. Employees' Preferences
This should not be nearly as difficult a topic as it always seems to come off. If you want to know what might work best, ask the very people who are working for you. Get their feedback and opinions. It doesn't mean you just cater to all the needs, but it's important to actually include them in these types of practices. Whatever is implemented, consider it an honor system and set that expectation. - Evan Lassiter, Contino
7. Hidden Risks
I am a big proponent of moving toward a non-traditional work schedule once hidden risks are assessed. Consider the following: 1) How will this impact customers, sales and client retention? 2) Will employees be required to collaborate off-site in a non-professional setting, opening up concerns for sexual and third-party harassment? 3) How will the company enforce its code of conduct and dress code? - Christine Wzorek, White Label Advisors
8. Office Occupancy
People are important, but there is no point in having an expensive office with no people in it. Equally, changing the work pattern could offer an opportunity to scale headcount without incurring extra costs. An occupancy rate of over 100% with employees working from home one to two days per week is ideal. - Karla Reffold, BeecherMadden
9. Federal And State Laws
A company needs to understand its business model, objectives and conduct a SWOT analysis. After the analysis, if a flexible work schedule will increase productivity and profits, absolutely start a pilot program. Ask and act on employee feedback. Ensure your company is compliant with federal and state laws and if your employee's buy-in—it's a win-win. - Patricia Sharkey, Sharkey HR Advisors
10. Customer Expectations
A business should consider the expectations of its customers as a valuable perspective before making this decision. Do the customers expect employees to be responsive 24/7? Are the product or service life cycles longer, shorter or does it matter? Staying close to customer demands may provide insight into what work arrangements work for the business. - Jessica Delorenzo, Kimball Electronics Inc
11. Competitors' Employee Value Proposition
While most companies will have productivity and client impact at the forefront of their minds, they should also pay close attention to the EVP (employee value proposition) of competitors before making a decision. Be sure to assess the industry and local market to ensure you don't alienate talent with the work schedule you adopt. Productivity will suffer if the talent you are hiring is substandard! - Teresa Martins, Madison Logic
12. Cultivating Inclusion
We are all much more connected to our work than ever and have different needs and interests outside of the workplace. Think creatively and inclusively in designing work schedules that will tap into your team’s talent while allowing them the flexibility to give their best inside and outside of work. This will lead to creating a more inclusive workplace culture where people can do their best work. - Alina Shaffer, LivingHR, Inc.
