Every organization has its own unique structure, priorities, and requirements, but when is the last time you took a good, hard look at your approach to managing employees? Are there some deeply engrained ways of thinking that have lost their usefulness? Like the 8:00 – 5:00 mentality, perhaps?
Times have changed
Remember when Dolly Parton sang about working nine to five? Even back then, she wasn’t too happy about it. Just imagine how she’d feel about 8:00 – 5:00!
Rigid schedules and office hours can cause staff to feel more monitored than motivated. If your company doesn’t require someone to be physically on-site during specific hours, why not ditch the clock-watching mentality and change your policy to be more dynamic?
Associating productivity with fixed hours and desk time is quickly becoming an antiquated way of thinking. The idea that if you can’t see your employees, they must not be work no longer holds water.
With remote capabilities, many employees are checking emails and taking calls even when they’re not at work. In one study, 89% of millennials said they regularly check work email after work hours. And 77% believed flexible work hours would make them more productive.
The new reality
Research shows that flexible scheduling options often correlate with higher workplace productivity and lower turnover. Increased flexibility within your company just might do the same.
If your top salesperson isn’t a morning person, why not consider letting her start her day later? Chances are, she’ll be much more productive when she’s fully awake. Or maybe you have an employee who can’t seem to check off his own tasks because he’s always offering to help his coworkers out. Allowing that person to come in early and work distraction-free for a couple of hours could be a great solution.
As long as the work is getting done efficiently and well, who cares what time it happens? And if you do find the occasional person who isn’t really isn’t putting in the effort or getting things done, you’ll be able to figure it out based on results and address the issue accordingly.
Are you stuck in the past?
Unfortunately, many employers are afraid to let go of their focus on set office hours and schedules. And that may be holding them back.
More and more employees are looking for increased flexibility in their work lives. They also want to work for companies with great cultures that include high levels of autonomy and trust. If you’re not offering these things, you’re going to be missing out on some serious talent.
Of course there are some industries and organizations that rely on set schedules and coverage to make their businesses work. But if you’re not one of them, consider rethinking your strategy for managing employee work hours and schedules.
Ask yourself what really matters.
Is it a.) having people on site for specific intervals of time? Or b.) having people on staff who are consistently producing the results you need?
If the answer is b.), start thinking about ways you can build flexibility into your organization.
Not only will you have an easier time attracting and retaining talent, you just might free up some of your own time as well.
Running into challenges with employee engagement, turnover, and retention? At Raffa Financial, we’ve got ideas to help you address these issues and more. Get in touch with Raffa to find out what working with a true employee benefits consultant feels like.
Photo by Monoar