How To Incorporate A Flexible Work Week Without Losing Productivity?

 





Covid has changed our workflow. Do we really need to work 5 days a week? Have employees shown they can work as well or better from home? We think Covid has changed the way we work. Whether you're a team leader or not, do you fear your team won't work as well from home? This blog will discuss how to implement a flexible work week without sacrificing productivity.

What Is Work Flexibility?


Employees can choose how long, when, and where they work. Work flexibility allows them to complete this. Employees own their work and can complete tasks at their own pace (Ulrich, 2012). They must meet deadlines, but how they do so is up to them. Employees will be able to balance work and personal obligations.

Work Flexibility can only be implemented if it is appropriate for the employees' tasks. Work flexibility should only be implemented if it benefits both the employees and the organization. Otherwise, it will only lead to chaos and failure.

How Do I Implement Work Flexibility?


How do you put this amazing work life balance in place without it all going so wrong? To begin, make sure everyone knows what you expect as a company and as a person. Work flexibility includes a variety of arrangements that benefit both the employer and the employee.

The second step is to allow for time flexibility. Allow employees to work independently based on their personal and professional needs. All employees must complete and adhere to core working hours, but how they do so is entirely up to them.


Conclusion

Whether this is verbally or via a communication platform ABC Company must stay in contact with your team. Stick to the meetings and make sure everything it wants from them has been communicated and they understand. It is always good to check in on the team but not too much as it does not want to micro-manage them.

 

References

Ulrich, D., 2012. Future of Human Resources. [Online]
Available at: http://www.forbes.com/sites/danschawbel/2012/07/18/dave-ulrich-on-the-future-of-human-resources/#400f3f693b0a
[Accessed 14 August 2021].

Van Tiem, M., 2003. Human Resource Management. Cape Town: Oxford University Press.

Wood, S., Holman, D. & Stride, C., 2006. Human Resource Management and Performance in UK Call Centres. British Journal of Industrial Relations, pp. 99-124.

 

Comments

  1. Sunith Geeganage28 August 2021 at 23:27

    Work from home gives flexible working hours to the employee as well as the job for the employer is done with ease. It is helpful to delivering work life balance to the employee, and also parallelly helps the company to get the work done. Not like pre-COVID people would prefer a more flexible work model, with one or two days per week at least at home and perform their duties. With the endless pandemic situation organization and HR people will have to rethink and restructure about this subject.

    ReplyDelete
  2. Bhashitha Dissanayake 29 August 2021 at 07:12

    The practice of work flexibility is in sharp evaluation to the conventional method to work where there are described hours of work for anybody. Many conservatives frown upon work flexibility as they dangle to the belief that employees’ presentism within the workspace equals work productiveness.

    ReplyDelete
  3. Nadun Abeywickrama29 August 2021 at 10:21

    With the COVID-19 pandemic placed flexible work preparations, particularly remote work, in the spotlight. With many counties issuing stay-at-home orders and permitting only important businesses to keep their physical places open, unprepared companies were forced to implement flexible work options now.

    ReplyDelete

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