by: Michelle Fish | CEO
Flexible work arrangements continue to gain in popularity as many of today’s candidates seek a better work-life balance. Employers who can offer flexible arrangements such as telecommuting, job sharing, compressed work weeks or flex time often have an advantage in not only recruiting, but also retaining, top talent. Small businesses can leverage flexible work arrangements to stay competitive with bigger companies that often offer higher salaries and better health insurance.
When structured properly, flexible work arrangements can actually boost a company’s bottom line, increase productivity and skyrocket employee satisfaction. The expense of implementing flexible work arrangements is often minimal especially when compared to the cost of replacing employees, who might need to leave if they can't arrange an alternative set-up.
So how do you successfully implement flexible work arrangements at your company? Here are some ideas to get you started:
Evaluate your Options
There are several types of flexible work arrangements ranging from telecommuting to job sharing. Evaluate which options will be most conducive for each position as well as each individual. Some positions require a traditional 9-5 schedule but could be shared between two individuals, whereas other positions could easily be done outside of the office during non-traditional business hours. Involve your entire team in the evaluation process, including the employees, so that you can address their needs while still meeting the needs of the company.
Develop a Communication Plan
Work arrangements such as telecommuting can result in a lack of business and social contact with co-workers and supervisors. Therefore it’s important to develop a communication plan to set proper expectations up front. Do you expect the employees in the office every Monday morning for a staff meeting? Do you want a written summary of the week’s efforts? Determine the plan up front and hold employees accountable to following it.
Pilot the Program
Try the new arrangement for a specified period of time so that you can access its success and make any necessary adjustments. A pilot program lets employees know from the onset that, if the new program proves unsuccessful, modifications – or a return to traditional work arrangements – may result.
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