What types of flexible working options exist?
As flexible working options can refer to simply working a schedule that’s not a typical 40 hour 9-5 work week, there are limitless types of flexible working options.
However, there are three types of flexible work schedules that are most common:
Flextime/alternative work schedule:
A standard flextime work schedule requires employees to work during a specific time, typically the middle hours of the day, but their starting and finishing times can vary. For example, a company may require its employees to be at work from 11AM -2 PM, but an employee could start at 5 AM and finish at 2 PM or start at 11 AM and end at 8 PM. In a flextime schedule, employees still work 40 hours a week, just their actual times spent at work can vary.
Compressed work weeks:
Compressed work weeks often are structured so that employees work 4 days out of 5 or 9 days of 10, just working slightly longer each day of the 4 or 9 day work periods; or multiple days in a row followed by multiple days off. Compressed work schedules also result in the same hours being worked, but include more days in which employees are not at work.
Working remotely:
Working remotely simply means an employee works remotely – from a location not physically at work.
How many companies offer flexible working options?
According to the National Study of Employers, 38 percent of employers allow employees to work from home on a regular basis, while 43% of employers let workers work compressed weeks.
Highly skilled workers and certain professional or scientific occupations are more likely to be offered the most flexible options.
What has research shown?
Research into the effects of instituting flexible work schedules have typically shown compelling advantages for employers.
A University of Minnesota study, for example, evaluated a group of Best Buy employees against a control group before and after a flexible scheduling program was instituted – a flexible scheduling plan that de-emphasized strict schedules and focused instead on employees meeting objectives. The study found that turnover was reduced by 45%, employees reported less stress, and productivity increased.
Further, a University of Purdue study showed that flexible work options are strongly linked to organizational cost savings by resulting in fewer days late or left early from work, fewer failures to meet deadlines, and decreased absenteeism. Further, the study discussed how both employees and managers perceive greater productivity as a result of flexible working schedules.
What are the pros and cons of flexible working options for employers?
Pros:
- Reduced absenteeism among employees who work compressed work weeks
- Reduced tardiness
- Increased employee morale
- Ability to recruit higher quality employees
- Extended hours of operation for some staff, particularly with compressed work weeks
- Company develops a reputation as family and employee friendly
- Increased teamwork – employees develop greater flexibility and help out on days when other employees are not there
- Ability to recruit employees from wider pools – some people have restrictions upon them that only allow them to work flexible working schedules
- High productivity
Cons:
- Altering flexible working hours during times of heavy business can be harmful to employee job satisfaction
- Organization of an entire company’s flexible schedule so that it’s fair to all can be time-consuming and tricky
- Customer loyalty has the potential to suffer, as customers may deal with different employees frequently
- A compressed work schedule could lead to exhaustion and potentially decreased productivity
- Some types of managers and even organizations may struggle with allowing employees freedom
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