Be Flexible – It’s Good for Your Company

02/26/07

Commuting headaches, family responsibilities, in-home technology ... There are many valid reasons for your employees to seek the advantages of flextime in their work schedules. But you may not realize that flextime is actually a "win-win" situation, resulting in greater productivity and less employee turnover for your company too.

In fact, arrangements such as flextime, compressed workweeks and telecommuting have been found to increase shareholder returns. As many as 12 million employees work at least eight hours a week from home, according to Gartner, a consulting firm specializing in telecommunications.

Being flexible also keeps your company in the forefront of important workforce trends. Due to demographic changes and global competition, the quest for talent will continue unabated. The increasing role of technology means more efficient ways of accomplishing day-to-day tasks than ever before. The days of traditional central family roles are long past, so offering flexibility to your workers is more than a benefit. It’s often a good, sensible business practice.

Employees who choose their own flextime schedule can stay focused on the task at hand. They are less likely to need time off from their workday to keep personal and medical appointments. And, if telecommuting from home is an option, they are more apt to keep working with a cold or minor ailment as opposed to calling in sick. It all results in greater productivity from a happier and less-stressed workforce.

Many happy returns

It’s tough to find qualified people. Offering a telecommuting option may help you secure talent in remote cities, since people are less willing to relocate. Writers, programmers, engineers, architects, salespersons — people who work alone handling reports, research, data or proposals — find that telecommuting is an effective way to satisfy their assignments.

There’s no doubt that today’s employers are already facing the challenges of an increasingly diverse workforce that’s looking for customized employment relationships. Consider providing them with benefits that meet their needs while balancing cost and productivity issues. The rewards of finding that "sweet spot" — having a happy, loyal and productive workforce — are well worth the time and effort.


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October 2005