Employers who may be considering offering flexible work arrangements to employees should do their homework before selecting which type of program (or programs) to offer. We’ve previously discussed the various types of flex-time options.
But once you know what’s out there, you should be sure you also understand how each option may or may not maximize your return on investment. Look to the benefits of each type to determine whether those are results that satisfy some need in your organization. Although each one provides benefits in one form or another, they simply may not be benefits from where you’re standing.
Here are a few benefits for each of the major types of flexible work arrangements. Use these as the starting point to determine whether each one may be of interest to your company.
· Improve efficiency if schedules are linked directly to correspond with employees’ most productive times.
· Gives employees more control over scheduling personal responsibilities at either the beginning or end of the workday
· Avoid rush-hour commuting—a quality-of-life and an environmental benefit.
· Improves productivity if some work can be accomplished during quieter times of the day
· Provides more days off
· Decreases the number of days employees commute, including the time and costs inherent to the commute.
· Avoid rush-hour commuting.
· Retains employees who need time off for personal or family reasons.
· Expands the labor pool to include retirees, students, and persons with disabilities.
· Gives employees time for education purposes, such as working towards a degree, or other similar, personal-improvement objectives.
· Provides for an option for the gradual return to work after maternity leave or other absences.
· Allows gradual entry into retirement, and, in turn, improved transfer of knowledge through succession planning.
· The same benefits as those experienced as a result of part-time schedules.
· Brings broader range of knowledge and skills t a position.
· Provides cross-training and skill-enhancement, and facilitates knowledge sharing.
· Enables continuity of coverage when one partner is sick or otherwise unavailable.
· Continuous implementation of team-based efforts fosters a sense of unity and cooperation
· Offers alternative to relocation
· Expands recruitment pool geographically
· Reduces office space and associated overhead costs
Can accommodate persons with disabilities.
· Decreases or eliminates commuting time.
· Increases productivity by enabling employees to work at their most productive time.
· Decreases the number of days employees commute, including the time and costs inherent to the commute
· Decreases other employee expenses, such as meals and clothing.