Need Flexibility at Work? Here's What You Can Do!
Flexibility has become a hot workplace topic in the last few years. In fact, according to Gitnux, 80% of job seekers consider flexibility as a crucial factor in job evaluation. Whether or not you can offer remote positions, there are plenty of ways to give your employees the flexibility they crave. Cultivating flexibility in your business will pay dividends in the long run as employees who feel trusted and empowered often have higher retention rates. Let’s discuss four practical steps you can take right away to add this powerful ingredient to your culture and benefits list.
four-day workweek
The four-day workweek allows employees to work for four days, work longer hours, and take a weekday off at some point during the week. Additionally, allowing employees to take comp hours and giving them flexibility over when they work can be a powerful alternative to the normal 9-5. The idea here is also to focus on outcomes more so than hours and to trust employees to get their work done within the timeframe that works best for them.
fluid roles
Another great way to offer flexibility is to allow your employees to work on projects that are outside of their role if they are interested. In doing so, they may find a particular niche in the company that they really enjoy and it gives you as a manager the ability to see where your employees are truly gifted. Allowing them to work on different things also breaks up the monotony of routine tasks, giving employees a breath of fresh air. It can also be a great way to gain new perspectives on projects that haven’t had a new set of eyes in a long time.
Build it into the culture
Flexibility is more than a day off, it is also a culture that can be developed over time. As a manager, you set the tone for the team. A flexible culture is one that is open to ideas and allows employees to run with new concepts. Great leaders surround themselves with quality people and allow those around them to have a voice in the organization’s process. Be open and your employees may surprise with you solutions you never would have considered otherwise! This psychological safety will open the door for more conversation, improvements, and demonstrated flexibility on an operational level.
Ask for their input
When in doubt about what your employees need, ask! This can be done through anonymous email surveys so you can receive real feedback. As leaders, it is easy to assume we know what those we are leading need. When we ask, we show that we value their input and when they see the changes enacted it gives employees a greater sense of buy-in. Asking is always better than assuming. Each organization is unique so don’t be afraid to do an in-depth look at where yours can improve. Your employee satisfaction will speak for itself which will draw in new talent.
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