After learning about the benefits of offering flexible work policies to your employees (including higher engagement, better work-life balance, increased job satisfaction, greater productivity, and reduced absenteeism), you’ve decided it’s time to implement a flex work program in your own organization.
But which option is the best? Here’s what you need to know to make the ideal choice for your team.
1. Staggered Hours
A staggered hours policy allows your employees to choose when they arrive in the morning and leave at night. For example, the early birds might show up between 7 and 8 AM, while those who like to sleep a little later might get to their desks at 10:30 or even 11 AM.
Nonetheless, everyone still works for the same amount of time—so the early arrivers will depart hours before the late-comers.
This policy is a great way to offer flexibility without handing over all control. If you’re nervous about making the transition from a traditional work environment, go with this intermediary option
2. Remote Work
Many companies give their workers the opportunity to work from home. Not only are employees usually more comfortable working at their house or a coffee shop than in their cubicles, but they save time since they don’t have to commute.
You can either have set telecommuting days, like every Friday, or you can let employees work from home whenever they want as long as their work gets done.
There are a lot of benefits to this policy, but it does tend to discourage in-office communication and bonding. If you’ve got a tight-knit, cohesive organization—or one that’s fairly small—this might not be the right fit.
3. Compressed Workweeks
Under this arrangement, your team works four 10-hour days and enjoys three-day weekends. Alternatively, you can offer three 12-hour days and then four “off” days. While this set-up used to be really rare, it’s definitely becoming more common.
Many people really like this policy, but it’s challenging for those who can’t stay focused for such extended periods of time.
If you’re interested in this program, think about polling the entire office to get their thoughts before establishing it
4. Unlimited Vacation
Rather than having, say, two weeks of vacation time each year, organizations have started to offer “unlimited” vacation time. The idea is that people can take off as much time as they want, assuming their absence won’t harm the business.
This policy can help you attract the best talent, who are looking for unusual perks to round out their work experience. On the flip side, employees have reported feeling pressured not to take any time off. It can also make vacations more stressful: Rather than taking off for a week in Europe, knowing that it’s fully mandated by their employer, people feel stressed about fitting all their work in around their trip.
You should also be careful to only offer this policy if you have a lot of faith in your employees and their abilities to self-regulate.
About the Author
Aja Frost is a freelance writer who covers career, lifestyle, current events, and social justice. Say hi to her on Twitter.Tags: flexible hours, remote work, unlimited vacations