The fact that not everyone in the workplace is the same age and at the same stage of life means that each person creates their own personalised working time pattern. Such patterns can be predictable because employee decisions about working time is governed now by matters such as wanting to avoid traffic, catch a train or by personal commitments. Overall, therefore, because daily habits are, in general, reasonably predicable and with the core period of the day ensuring a “condensed attendance”, flexible working hours has been shown to be at least compatible with workplace cover and can in fact enhance it. While this can be geared towards the employee’s own needs, importantly he/she also has an obligation to balance that flexibility with organisational considerations too. Ironically, it can often mean employees reverting to a type of fixed hours.īut the key point is that now there is a personalised working time pattern at play. However, considering flexible working hours specifically, concrete evidence shows that even with the opportunity of flexibility, people still tend to set their own arrival and departure patterns and to stick to them, in the main.
Then whereby other arrangement such as, home or mobile working and hot desking, are in force it ccan add to the “physical” non availablity of employees.
Initially, departments may not always be fully manned during flexible times. This is why we recommend a pilot period of one or two staff groups and their supervisors.
Flextime pros and cons full#
To reduce space needed due to it’s less regular use or in some cases where it is not being used at all e.g when full time home working exists.To introduce a plan to regulate light and heat supply and usage in work spaces that are not being used due to job sharing or home working.By developing a sound energy policy matched with flexible working arrangements which can result in facilities being run more cheaply, it provides management with new choices and decisions: for instance That view maintains that a well managed flexible working policy, whereby job sharing, hot desking and home working are applied, it means that working space can actually be utilised in a more efficient way and can SAVE costs!. However, there is an equal and some say a much more compelling and opposite point of view on this too. Some will argue that because buildings might in some cases have to be left open through a wider bandwidth, extra lighting, and heating costs can result. Appreciate how research confirms that absences, overtime and staff turnover will all reduce through flexible working.Compare that to what can be achieved through combining newer, more effective practices backed up by clear and agreed rules of engagement combined with web technology specially designed for managing the flexible working environment.Take a serious look at the appropriateness of current working time arrangements as well as the impact of the policy in respect of where employees work now.Indeed in the FlexTime blog elsewhere on website we consider if flexible working suits everyone? In our work in implementing hundreds of flexible working systems for tens of thousands of employees, we at FlexTime have found that there are several arguments cited against the introduction of flexible working arrangements.
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