If you’re looking for ways to raise productivity and reduce overhead at your startup, you might have come across the term ‘flextime’. This is a concept in which workers are offered the option of flexible hours and increased opportunities for telecommuting in an office setting.
The employee is primarily in charge of setting his or her own hours, with management approval. Flextime is often used in corporate settings to raise productivity and employee morale. Firms and their staff have found it to be an efficient strategy, and many startups are encouraged to adopt the pattern.
The policy is an appealing company benefit to many prospective employees because it allows members of the team to work on a schedule other than a nine-to-five and in locations other than the office, but it demands particular management skills.
It’s possible and often easier for startups to use this approach to labour, but it will take some prior planning and preparation. If you’re wondering whether flextime is right for your organisation, the information here can help.
An effective and efficient flextime policy starts with a strong organisation. Flextime is a common practice in Fortune 1000 companies that have learned how to operate on flextime without losing productivity and revenue.
Employees at these major organisations spend about 50% of their time away from the desk, and in most cases, they’re able to raise productivity and reduce overhead.
Their practical efforts began by getting past the common myths about flextime in an office setting. According to an article , the many misconceptions about flexible work include the myths that productivity falls, remote teams are more difficult to manage, company culture gets lost, and instituting the new technology is difficult.
However, findings from Fortune 1000 companies who have managed a stable policy of flextime prove the opposite is true. Productivity tends to increase, remote teams can be easier to manage, the technology is mostly simple to use, and the company culture typically adapts with little effort.
Major corporations sing the praises of flextime, but it’s not for everyone. There are flaws to the idea, which can magnify in organisations that aren’t ready for this style of operation. Some of the most common flextime flaws include:
These drawbacks don’t apply to everyone. You would be wise to address these potential pitfalls with your startup team and determine whether they could outweigh the benefits of allowing more flexibility at work.
Despite the fact that flextime has become popular among corporate officers, it’s too easy to get it wrong. You might develop a flextime policy, only to see it ignored by employees who aren’t sure how to work with it. On the other hand, gaps and mismanagement of the policy can be ripe for staff abuse.
As you institute a flextime policy, be wary of the consequences of your actions. Carefully prepare a strategy that will outline employee interactions and prepare your staff for the changes that will come.
Here are some ideas for ensuring the policy works.
Flextime can be a beautiful tool, but it takes thorough planning and careful preparation to work. The myths cited above can become reality when an organisation doesn’t control its flextime activities.
If you want flextime to work in your startup, developing a sound system is essential.
Feature image: Nick Webb via Flickr.