Of course, when employees have their needs met, their job satisfaction is greatly improved, and as a result, turnover and leave are both reduced. Those with children, for example, who need to be seen off to school, may wish to start at 10:00 instead of 9:00, while an employee with a sick or infirm family member might prefer an early start so that they can be home to provide care in the afternoon. The biggest advantage to more flexible hours-and perhaps even the reason they exist-is that some employees have needs that can be better met with an adjusted work schedule. Flex Time can be a great way to boost employee morale, but it’s not a fit for every company. Having an easy-to-use time tracker is essential if you're thinking about implementing a Flex Time system.Īs with any change, you have to consider the potential benefits and risks on a critical level. However, in this set-up, employees are required to be present during the core part of the day, typically from 11:00 until 3:00 (though this varies). There are many different ways that a Flex Time system can work, though the most common is as follows: employees have a minimum number of hours they must work, but are allowed to start and end either earlier or later than the typical 9-to-5 workday. This is the basic premise behind Flex Time, or the idea that workers can set their schedules around their lives. But what if working hours didn’t have to be set by a universal standard? What if they could be set-up to maximize the balance between life and work? It’s so ubiquitous that many people don’t even question it. It’s a colloquialism, it’s a movie, it’s a Dolly Parton song. The 9-to-5 has been a staple for businesses for so long that you don’t even have to think about what those numbers mean you already know. Offering more flexibile hours can boost employee satisfaction - but there are drawbacks.

Flextime program