How flexible work policies can improve your workforce

In the aftermath of the COVID-19 pandemic, the popularity of remote work and flexible workplace policies has clashed against the strict rules of years past.

While no-nonsense attendance policies can set expectations, establish fairness among employees, and help control costs, more and more employees are seeking out less confining work environments.

Now might be the time to consider a more flexible work schedule, but here are three points every employer should consider first.

A flexible schedule adapts to life’s small emergencies

Life can be unpredictable, whether it’s a broken-down car, a sick child, or a doctor’s appointment running late. While it would be ideal if these things only happened on non-workdays, sometimes a little grace in these situations can go a long way for workforce morale. Being reprimanded for tardiness or for missing a day – especially if it’s a rare occurrence – can leave even stellar employees frustrated or resentful.

Your workers want your trust

One Harvard Business Review article reported that workers at “high-trust companies” experience nearly 75% less stress and 40% less burnout. That’s in addition to 50% higher productivity and 13% fewer sick days. However, one in four workers say they don’t feel like their employers trust them. The Society of Human Resource Management (SHRM) explains that in order to effectively communicate trust, managers need to find ways to show that they’re not micromanaging or watching their employees like a hawk. When employees feel trusted, valued, and recognized, they’re likely to be happier, more productive, and remain loyal to your business.

The next generations of workers want a flexible schedule

Millennial and Gen Z workers are expecting flexibility, so they are reshaping the workforce and pushing against traditional 9-to-5 workdays, business attire, and closed-off cubicles. In fact, according to one recent report, 84% of workers say that flexible work policies are a priority for them. By establishing a more flexible schedule for your workforce, you allow these workers to be in their preferred element. And when more than 70% of both Gen Z and Millennials report that they’d forgo a salary raise for a more flexible work arrangement, which means it might be time to evolve. 

Questions to ask yourself

How do you start creating a more flexible work arrangement for your employees? Start by having conversations with your management and leadership teams and ask:

• How is your attendance policy affecting your relationship with your employees?
• How is it affecting your productivity levels?
• Are you allowing your employees flexibility for unexpected events?
• Are your policies in line with what the workers of tomorrow are asking for?
• If it happens, how will you handle employees who abuse time off?

From there, it’s time to make decisions. It’s important to remember that you do not have to make a complete 180-degree turn. Implement a new flexible workplace policy incrementally and make sure it is clearly communicated throughout your entire hierarchy, avoiding any ambiguity and reassuring your workforce.

If you’re still struggling with worker engagement, maybe it’s time to reach out to Adecco. In the past, we’ve helped one client utilize virtual onboarding to drop employee turnover,  another client streamline their contingent and permanent staffing, and much more.