HRO Today March 2017 - 45

Workforce Management
Flex
Work-life balance is more important than it used to be.
While previous generations didn't question the nineto-fi
ve workday format, modern job seekers are willing
to forgo higher paying positions based on company
culture alone, according to research from Fidelity.
Whether telecommuting, working four 10-hour days,
working part-time or simply adjusting the start or end
times of a workday, fl exible work schedules can increase
commitment and retention.
As more companies offer fl exibility, they reap the
rewards. According to the Harvard Business Review, the
benefi ts of fl ex time go both ways, offering employers
increased coverage hours, a recruitment edge, less use of
paid leave and results-driven management. Employees, in
turn, experience higher satisfaction and morale, reduced
stress and often more effi cient and productive use of
their time.
Despite the many benefi ts to fl exibility, one of the main
friction points for many companies is the concern that
employees will take advantage of less oversight. But the
research shows that, while a few might do this, the
benefi ts far outweigh the costs fi nds a survey from
FlexJobs. Flexible working arrangements provide an
[46]
HRO TODAY MAGAZINE
| MARCH 2017
Practice Makes Perfect
In order to develop a successful policy, fl exible scheduling
arrangements should be based on employee input.
Organizations can either survey employees directly about
fl exible work options or solicit company-wide feedback.
For instance, employees who want to start earlier and
leave earlier to save on childcare costs may not benefi t
from an offer to work four 10-hour days.
Up
Organizations can achieve benefi ts by offering employees
sought-after fl exibility, but best practices should be followed.
By Greg Besner
escape from offi ce politics, fewer distractions, and an
overall reduction in stress, which in turn increases an
employee's ability to deliver results. By providing fl ex
time, workers feel valued, trusted and that their needs
are being prioritized. This can boost morale, creativity
and productivity fi nds recruitment agency Robert Half.
The result? Workplace culture improves, and a strong
company culture engages employees and encourages
them to stick around.
According to a Deloitte survey, in organizations with the
least fl exibility, the portion of workers planning to leave
within two years is 45 percent, 18 points higher than
those planning to stay for fi ve or more years. In fl exible
organizations, the difference is only two percent, at 35
percent and 33 percent respectively.

HRO Today March 2017

Table of Contents for the Digital Edition of HRO Today March 2017

HRO Today March 2017 - 1
HRO Today March 2017 - 2
HRO Today March 2017 - 3
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