The workplace, as is everything, is getting more complex, all the time. We can choose to ignore advancements being made or we can open to change and embrace new attitudes, new ways, new strategies and better results in the end…Its all about the word change, a concept an entrepreneur must be open to, as staying ahead of the curve is so important to compete effectively. One important factor small business has a distinct advantage with, is in making quick and effective changes which will improve its competitive advantages immediately.
Here is a new wrinkle in employee management, flex time, its been around for a while but is gaining more traction daily and thus demands your review and possible application to your specific circumstances.
The issue is to attract and maintain a quality workforce. We all know, understand and agree that a huge factor in running a successful business is the quality of your trained workforce, be it sales people, office people or operations people, a quality, loyal, skilled labor, administrative and sales force is critical for a successful business to remain competitive, growing and profitable.
What is flex time? t can be anything you want it to mean, but at its root, is recognizing that to maintain quality employees the business owner must be willing to provide an ever increasing quality of life opportunity for its key employees. This may mean a four day work week, maybe its home office work two days a week, maybe its a 12 hour shift three times a week, maybe its one week on one week off, early day end, mothers hours, late start, it can mean anything that keeps employees involved, happy and productive and works for the business as well. It is a non monetary incentive based reward, with the incentive being a job that meets the employees requirements not vice versa as has been the rule for so long.
The challenge is in making this work with the office requirements, customer needs, and of course other employees who are working more traditional hours, however the designing of the program is not the purpose of this entree, but introducing the concept is.
Do not hesitate to ask for help in designing the plan, now your job is to open your mind to the possibility and allow yes to surface, as the knee jerk response is always …this won’t work for us because… It will and can work if you want it to.
One issue and the solution is productivity, and the fear that you are not getting your moneys worth. the operative word being fear, as logically this is not a problem. As we shift to less supervision or unusual and changing hours, you can take advantage of the opportunity to require one additional change as you move the compensation equation to include more job performance indicators, so productivity can be measured and monitored assuring everyone of a win win conclusion.
That’s it. That’s the trump card, redesign the work effort to be measurable output, and design the equation to replace hours with specific productivity and you have a winning equation.
Does it always work? It can if adequate effort is put into building a good tracking and monitoring method as well installing a fair and reasonable productivity scale. Thus its a double win, the employee is happier and the business should experience increased productivity when converted from hours as a measuring scale to success.
Does it always translate to productivity, yes that’s the key, and I realize that’s also the big challenge, finding the way to remake a job into one with productivity standards.
Thus keep your well trained employees and reward them with customized flex-time. it works for everyone involved and represents the changing times.Call if you ned help 413-549-2966.
