Before health institutions confirmed the Covid-19 global pandemic in 2020 and urged employers (and other establishments) to provide work-from-home accommodations for their staff during shelter-in-place orders, some companies were already on the ball and had been offering flexible work options for years.
Leaders who may have resisted nontraditional workplace concepts in the past are finally embracing the benefits of not only hiring for permanent hybrid and remote positions but also leveraging flexible work hour policies. These policies are enabling a better work-life balance for all and showing that it is possible to meet a company's needs without losing employee productivity.
To help leaders reframe their thinking about daily workflow strategies that are less constraining for their teams, here are 10 ideas from Forbes Human Resources Council members to get started on taking an incremental approach to adding perks.
Forbes Human Resources Council members share their ideas.
Photos courtesy of individual members.1. Be Open To Making Needed Changes
When implementing a flexible work schedule, it's important to be agile and willing to pivot the program when you and the business leadership notice any changes that are needed. There is no one-size-fits-all remedy, so be open to listening and being amenable to your flexibility programs. You should also leverage digital technology to drive consistent communication and create more inclusive employee experiences. - Susan Tohyama, Ceridian
2. Keep An Open Mindset
Be willing to reframe your thinking. For many companies, implementing flexible work schedules does not mean reducing productivity. In fact, many times it will enhance performance levels. Assume the best of your employees and then manage the exceptions; don't design a policy for the few that may take advantage of it. Most employees won't abuse the policy and will be grateful for the support in integrating their work and home life. - Jennifer Dill, Data Innovations LLC
3. Be Realistic About The Company's Needs
Understand your company culture and what productivity levels are required for a flexible work schedule policy to be effective. Work has to be done, but ask yourself these questions: "What are the core hours, and will things vary by department?" Many times, organizations implement unrealistic and underutilized flex-time schedules without defining their organizational needs. - Nakisha Griffin, Neustar Security Services
4. Take Baby Steps
To start, choose only one way of building flexibility into the work schedules. For example, you may begin by allowing employees to choose their own start and end times. This kind of incremental approach to flexibility allows the business to assess the effect on productivity and how policies and parameters should be changed before adding other layers of flexibility. - Gina Deciani, Association for Supply Chain Management
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5. Implement A Pilot And Outcomes
Start with a pilot and clear outcomes that are transparent and communicated throughout the organization. Transparent communication about the desired outcome will improve productivity by setting clear expectations that employees can work towards. The pilot will be important because this way you can have several iterations and implement improvements as needed until the desired outcome is reached. - Rachel Fletcher, Projekt202
6. Provide Flexibility With Defined Parameters
It's easy! Design a new flex schedule that is closely tied to mutually agreed upon metrics and KPIs. Clearly communicate that it's about those results and not clock-punching. Provide people with the space and runway to achieve those goals in their own flexible ways, but have frequent reminders that missing those goals is non-negotiable. A well-defined North Star can guide your people regardless of time and location. - Bryan Passman, Hunter + Esquire
7. Encourage Employees To Submit Proposals
Start by asking employees about their preferences for a flexible schedule. Asking will allow them to balance the organization's needs and propose a flexible schedule that will work for both. Ensure all roles have performance metrics that tie directly to results. The proposals will enable the organization to incorporate all the options into a policy that will meet everyone's lived experiences. - Jennifer Rozon, McLean & Company
8. Create Inclusive Policies
There are widely differing preferences among employees when it comes to remote work and flexibility. It’s hard to find a perfect approach, but organizations that craft inclusive policies that embrace a diverse culture and allow for flexibility while also holding employees accountable will be key to success. - Gianna Driver, Exabeam
9. Manage Your Policies And Perks
When flexible work is rolled out, be sure that it is a clear policy and include a review period to ensure it is working. Many times, employers roll it out with no clear policy and no management, which in turn allows for low productivity and performance issues. Policies and perks work when they are rolled out correctly and managed properly. If either of those two pieces is not done well, that is when the problems begin. - Heather Smith, Flimp Communications
10. Hire People You Trust To Do The Work
Reframe how you think about a flexible work schedule. Don’t worry about losing productivity—expect an increase. You’ll lose productivity if management spends too much time monitoring your flexible employees. Hire people you trust and let them design the schedule that helps them be the most productive. - Joshua Siler, HiringThing
