Many organizations are providing employees with the option to work from home and other flexible schedules. Businesses seek to profit from employee flexibility, which can help them save money, minimize staff turnover, and attract and retain top talent.

According to a study, 80 percent of all businesses in the United States provide flexible work options. Meanwhile, telecommuting has increased by 90% over the previous ten years. Most flexible work options include telecommuting, part-time employment, and flexible scheduling – where employees can flexibly arrange their hours.

You’re not alone if you’ve been pondering how to adopt a flexitime arrangement at your company and wondering how it might affect the way you run your business day-to-day. Is it easier to run things when employees all work the same hours? Or is it acceptable to allow people to work when and where they need, as long as their projects get done on time?

This guide on how to adopt flexible work hours will help you find out what makes sense for your organization.

Common flexible work arrangements that can benefit your organisation

Common flexible work arrangements that can benefit your organisation

 “Flexibility” is a big topic, and it’s less about technical solutions and more about looking at your current working methods from a new perspective. Finally, how you make your business more flexible will be determined by your industry, goals, and the demands of your workers and company. The following are some popular flexible work arrangements that may help your company:

  • Remote Work: Employees may work from any place with remote work. In certain circumstances, a hybrid working style is preferable in which staff alternate between remote employment and on-site job.
  • Flexible time off policy: Employees are free to take time off as long as they finish the work that has been assigned to them.
  • Flexible work hours: Employees are allowed to work at their own pace, which is convenient for them. There is no start or end time.
  • Compressed workweeks: Employees can complete their 40 hours per week in four days or less.

Not all employment opportunities will be compatible with these work arrangements, but we advocate a flexible attitude. Before the pandemic, many executives might have never considered their firm would do well with all its staff working from home. Now, more companies than ever are choosing to use a fully remote or hybrid workplace model. You’ll get a better idea of what procedures will work better for your business.


Also Read: The Impact of working 4 days a week- A productivity hack? 


 4 Tips to establish a strong flexible work culture at your organization

 1. Build trust at all levels of your organisation

Build trust at all levels of your organisation


As you may know, trust is foundational to creating and maintaining a high-performance culture. One of the best ways to build trust among employees is by adopting flexible schedules as part of your organisation’s policies. By opening up opportunities for employees to schedule their hours, it’s possible for everyone in your organisation—from entry-level staff members all the way up through senior executives—to maintain a healthy work/life balance.

In addition, you’ll see an uptick in employee morale. After all, one of the employees’ top concerns is finding flexibility that works for their lifestyle—and once they have that, it increases engagement and makes them more productive on a daily basis.

Many organisations have found that allowing (and encouraging) staff members to embrace flexible scheduling is actually a cost-effective way of keeping operations running smoothly year-round.

2. Define realistic expectations 

Define realistic expectations


The most challenging task is to find common ground when working remotely. It’s easy for employees and managers to feel like they can’t relate to each other, so it’s important that expectations are clear and that there is regular communication. Flexible arrangements may be an appealing option, but those looking into changing their company policies need to understand what flexibility means—and if their team is able or willing to adapt.

Those who have remote workers on staff will also want to consider their personal schedules and technology in terms of how it can enhance or hinder productivity. If everyone agrees on realistic expectations, you can look forward to success with a flexible schedule.

Before making any changes, everyone involved must understand what flexibility means. Flexible work arrangements can look different from one workplace to another, so you should define expectations as clearly as possible to have productive conversations down the road. For example, rather than focusing on the number of work hours employees put in, evaluate employee performance based on the quality of their work and their capacity to reach these objectives.

Build realistic expectations using employee scheduling software that can help you in assigning tasks and projects to the right people on your team for on-time delivery. Sign up to try the best employee scheduling app for your business

3. Regularly analyze the outcomes of your approach

Regularly analyze the outcomes of your approach


After you’ve implemented more adaptable work arrangements, do a follow-up after two months to verify that it’s delivering the advantages you anticipated for both your staff and the company.

Hold a quick poll among your employees to discover more about your team’s feelings. Some people may feel that they haven’t accomplished anything since they are not accustomed to working in a non-traditional setting.

Some people may be having trouble remaining engaged, driven, and productive. You can assess how your employees are feeling and whether any modifications should be made to your overall plan by interacting with them.

When you conduct these evaluations, it’s critical to include bosses, executives, support workers, and even fellow HR team members.

The organization’s goal is to function as a cohesive unit, and the influence of these new working conditions on each member should be weighed.

4. Give proper training to managers

Give proper training to managers


After a year of WFH (Work For Home), some bosses struggle to run their teams effectively away from the workplace. The abrupt change was overwhelming, and there wasn’t enough time for guidance before managers were pushed to address the new working conditions. But you can now be more strategic about putting in place flexible work policies and teaching your managers, which is essential for such an approach.

Managers who have not received training may be unsure how to mentor or enforce an appropriate level of accountability. This might result in a hands-off or micromanagement approach, neither of which is beneficial to staff morale. Employee morale will be harmed if managers do not communicate effectively. At the team level, flexibility requires coordination and communication. 

 Examples of Flexible Work Structures in Practice

Examples of Flexible Work Structures in Practice


In today’s 24/7 global economy, more and more companies are implementing flexible work arrangements as a way of attracting top talent. Take eBay, for example: to boost employee morale and culture (and encourage collaboration), eBay’s senior leaders decided to allow employees across different teams in different locations from diverse time zones adopt flexitime work hours based on their schedules. The result? Employees began reporting better relationships with co-workers and managers, reduced levels of stress and burnout, and higher job satisfaction overall.

IKEA has also implemented a system where managers can set up flexible cultures within their departments or teams—if all team members agree that certain days will be designated as flex days, they can choose to work remotely during those days.

Challenges associated with the flexitime arrangement 

Challenges associated with the flexitime arrangement


However, there are disadvantages while providing a flexible working environment to employees, especially if a firm does not formally implement it. Employee rivalry and suspicion and the potential for legal difficulties include:

  • Email misuse
  • Wage-hour fraud
  • Theft and misappropriation
  • Invasion of privacy
  • Workplace accidents
  • Employer liability for misconduct

The most pressing difficulties organizations face during flexitime arrangements are monitoring productivity, communication, employee trust issues, and maintaining company culture.

You must be wondering-

Is there any way to implement a flexible work culture that can overcome all such challenges? Read the next section to know the answer.

But overall, adopting a flexitime culture can be incredibly beneficial both personally and professionally. It doesn’t just help workers cope with hectic schedules; it also helps them improve efficiency and productivity. What do you think? Is a flexitime culture something worth adopting? 


Also Read: Are Boomerang Employees the Right Choice to Excel in your Business?


Go for reliable Workforce Management Software to create superior “Flexitime” arrangements for employees

It might be difficult to create a flexible work program for your business, but employing a systematic approach that includes the options that are appropriate for your company and establishing boundaries and rules can benefit both your company and its workers.

Workforce management software can help organizations tackle the challenges of flexible working by better managing employee absences, shifts, and workloads.

For example, with accurate tracking of employee hours and absences, employers can more easily identify who is available for shift work and who is not. This allows them to plan rotas more effectively and reduce the need for last-minute shift changes. In addition, workforce management software can help ensure that employees are not overworked or underutilized, leading to higher staff morale and productivity.

With a web-based and adaptable workforce management software like WorkStatus, your employees’ time and location are no longer important. Your personnel may keep track of their working hours from anywhere in the world, so you can easily monitor their activities and attendance.

You may quickly establish limitations for various times of day, as well as overtime. View data on employee working hours and assess performance with a simple click using this interface. 

Closing Thoughts 

While there are certainly challenges associated with implementing a flexible work policy, the benefits to both the employee and employer can be considerable. If you’re thinking of introducing a flexitime arrangement or simply want to understand better how it works, we hope this article has been helpful.

For more information on setting up thriving flexible work hours and culture, request a free demo of WorkStatus to adopt a ‘Flexitime’ arrangement for your company. Its team of experts would be happy to share their knowledge and help your organization find the right flexible work arrangement for its needs.

With the suitable workforce management tool, you can create productive workplace flexibility and a happy workforce – regardless of where they choose to do their work. Have you tried implementing any of these tips? Let us know how it goes!

Thanks for reading!!

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