Different Than Telecommuting, Flexible Work Arrangements
The debate is already on for telecommuting and whether there is an advantage to having a remote workforce.
Benefits like greater talent pools, increased productivity and more satisfied employees often come up. Then they are squashed by negatives like lower collaboration levels, decreased accountability and (ahem) lower productivity levels.
Swirling in a sea of opinions, the boat on this subject kind of stands still as the verdict winds up squarely on, “it depends on your business.”
Today, we aren’t talking about telecommuting so you can take off your boxing gloves. However, we are going to talk to a subject that is of similar nature.
Flexible Work Arrangements
The difference between flexible work and telecommuting is flexible work arrangements are generally based upon the notion the employee is based out of a specific company office, whereas a telecommuting employee is home-based. But being based out of a local or corporate office doesn’t always mean convenience.
If you live in cities like New York, Los Angeles, Chicago or other metros known for awful traffic congestion, even a 15-mile commute can mean two hours trapped in your own proverbial hell. For those of us that don’t find traffic jams to be relaxing, the occasional curse at the dash or fist pounding on the steering wheel probably hasn’t escaped us.
Now I know that is just part of the deal. I mean, who dare change the way it has always been, even if the way it has always been sucks?
Well, me for one. So with that in mind let me pose a question to you …
If you had a day, a week or even a day a month that you could choose to work from home, assuming the work would be able to be accomplished, would that improve your quality of life ever so slightly?
Quality of Life: That is What It is About
Today’s work force is changing and the younger generation wants to do things a bit differently. But young, old or somewhere in between, it goes back to the quality of life issue. If your employees have work that can be performed at home, why not make it a “perk?”
Considering there is a barrage of studies that say happier employees are more productive employees, why wouldn’t you consider any type of benefit that is low cost to an organization and makes its employees more effective?
I’m sure there are those saying these types of arrangements don’t work. People take advantage of them and things don’t get done. To that I say you are right, but the people that take advantage of these arrangements probably aren’t worth the paper you print their checks on. Your real complaint is an HR issue.
Truth be told, high caliber people who share your goals and visions for the business will see little considerations like flexible work arrangements as a token of appreciation and an opportunity for an increase in the work-life balance.
Certainly these arrangements aren’t for all employees or all companies, but if you are looking for a way to make your employees just a little bit happier, consider giving them a flex day. They’ll thank you for your kindness and you will be grateful for their continued loyalty and productivity. A win-win for all.
This article was originally published for Commercial Integrator Magazine and can be found here.
