Currently, in the United States and Europe, the implementation of a flexible work schedule is increasingly frequent by companies to retain their human talent and avoid an excessive turnover.
Establishing flexible schedules is a measure that can significantly improve the work climate in the organization, since it directly affects the satisfaction and motivation of employees by allowing them to comply with their medical, banking, family and academic commitments, thus generating an adequate balance between their work and personal life.
However, before deciding to flex the schedules, a thorough study must be conducted to diagnose which jobs will access the benefit, since not all organizations or employees could do so depending on their functions and the sector in which they work, perform. In departments that demand full time availability, such as marketing, support and customer service, for example, the measure would not work since it would stop fulfilling the established commitments and objectives.
After making the diagnosis, it is advisable to establish a procedure manual that explains and justifies which charges and for what reasons that possibility is allowed. The evaluation of compliance with functions and goals after the implementation of flexibility in the schedule is a method that will allow us to know the degree of effectiveness of the measure.
When we talk about flexible working hours we can have three variants to apply:
- Free: The employee chooses his own work schedule according to his needs and his own autonomy as long as he fulfills all his responsibilities.
- Personnel: The employee decides his schedule, but in advance, he will know that he must comply with a minimum of daily hours within the organization’s facilities.
- Fixed varied: The employee previously chooses some of the hourly options offered by the company and must always comply in that way.
It is very important to be clear that we are not talking about a reduction of hours in the working days of employees, it is about optimizing the distribution of working time, which in many cities is lost too much by issues such as mobility and climate, to improve individual performance and likewise the overall productivity of the company. It is a two-way relationship in which the company gives the employee all the confidence to allow him to set his work schedule, while it is the responsibility of the employee that will make him aware of his decision, knowing that he must meet some objectives and perform their functions most productively and effectively possible.
The supervision of this type of schedule must be thorough on the part of the superiors, they must believe in their collaborators and instill in them that if they are going to allow their schedule to be flexible it is so that they take advantage of it in the best way, perform better in their functions and can satisfactorily attend to their personal affairs.
**The sense of belonging to the organization, the level of satisfaction with their work and the responsible attitude of the employees are aspects that will ultimately affect productivity and compliance with the goals of the organization. **