Strict work schedules and harsh time-off policies are a thing of the past for many companies. Today, employees seem to respond better to flexibility.
However, leaders need to draw the line somewhere. While you don’t want to assume your workers will take advantage of your leniency, you also don’t want to give them the opportunity to do so. Below, members of Forbes Human Resources Council share ways to prevent behaviors that will negatively impact workplace morale and productivity, while still offering a flexible arrangement.
1. Clearly Explain Your Non-Negotiables
Be clear on what is and isn't acceptable, and remind them that flexibility is a privilege. If someone takes advantage of that, reiterate that it is not acceptable, and do it early. Be prepared to let that person go if they are not being respectful. It sends a good message to everyone else that you take it seriously, and that you value the employees that do make an effort with their work. - Karla Reffold, BeecherMadden
2. Screen Thoroughly And Lead By Example
First, employees who abuse workplace policies will most likely have a history of such behavior at previous jobs. A thorough screening process including reference checks and employment verification will help ensure employees’ dedication and commitment. Second, employees will mirror leaders’ behavior. Therefore, leaders must be willing to adhere to the same policies they expect employees to follow. - John Feldmann, Insperity
3. Schedule The Flexibility And Communicate Changes
Set expectations on how to manage the flexible work policy on day one. Work together to agree to asks, such as an employee wanting a 10 a.m. start to go to yoga. Things come up, and it's important to communicate what to do when this occurs. I use the 10-minute rule: If you are running more than 10 minutes late, text me. - Kristin Williams, Ultra Mobile
4. Balance Autonomy With Accountability
Flexible work schedules, virtual teams and the gig economy are all on the rise, so it may make sense to adopt aspects of a "results only work environment" (ROWE). Half of ROWE is employees having full autonomy. The other half is having full accountability. When productivity fails, employees should have less independence until their performance meets organizational needs and expectations. - Dr. Timothy J. Giardino, Cantata Health, LLC
5. Address Performance, Not Attendance
A culture of accountability will cure all your attendance issues. If your leaders hold employees accountable to performance, attendance is never an issue because if attendance is causing the performance issue and the employee is held accountable to the performance issue, then you are all set. Addressing attendance is a shortcut. Addressing performance solves both problems. - Lotus Yon, NCH
6. Dig Deeper To Find The Reason For Bad Habits
When tardiness or absenteeism becomes a habit, find out immediately why the employee is struggling. If there is a valid reason for absences but performance is still strong, find out how you can work together, such as a schedule adjustment. If performance is low, you may need to release the employee. Also, it pays to recognize employees who are present and on time, as they will be more engaged. - Cameron Bishop, SkillPath
7. Write Down Your Policies And Apply Them Consistently
Many early-stage, high-growth companies will leverage benefits like flexible work schedules and unlimited vacation policies to attract top talent to their teams. However, there is often a disconnect between the written policy and leadership team support of the benefits. It is important for company leadership to clearly define each policy and to consistently apply the policy to all employees. - Kelly O'Connell, ON ITS AXIS
8. Strongly Enforce Your Policies
Leaders should inform employees about the company policy on tardiness and absences. Leaders should initiate discussions with employees who violate the company policy and implement the appropriate disciplinary action which often times includes verbal warning, written warning or termination for repeated violations. This would serve as a deterrent to others who might want to abuse the system. - Ochuko Dasimaka, Career Heights Consulting, Inc.
