After 2020, employees started to prioritize wellness at work and the need for flexibility in their positions. As a result, organizations have become open to the idea of a flexible workweek. Some organizations have opted for a four-day week instead of the traditional five-day, while others have looked to the option of flexible Fridays. Can flexible workweeks work for all organizations? Let’s take a deep dive into this emerging trend impacting the workweek.
How to Propose a Flexible Workweek
In the beginning stages of implementing a flexible workweek plan, there likely will be many questions from employees. Will all employees be on board with the plan? How can we make sure employees’ needs are being met alongside ensuring productivity? Will this change impact customers or shareholders? While these are all questions that may arise, one thing is for certain: make sure everyone’s input is heard.
To start, consider an organization-wide meeting (if the organization size allows), or conduct an employee poll to determine whether a four-day workweek or a flexible Friday would be the best option. During this time, it’s also critical for leaders to determine whether this new workweek plan should be standardized or more flexible. For example, organizations should consider if employees can choose their flex day or have a standard selected day be the typical flex day. Determining the best workweek plan is a collaborative process that may take time to roll out.
Aside from employees, organizations must keep in mind their customers. If this change impacts customers, consider having employees come ready with their workweek proposal. Not all businesses and organizations are equipped to implement a flexible workweek. Flexibility needs to be sustainable for the organization and consumers. So, consider offering employees the ability to choose their own flex day. It is important to note with this plan that employees know their schedules better than anyone else, and not everyone will have the same schedule. For leadership, deciding what will work for all parties involved will ensure that the flexible workweek proposal is concrete.
Quality Check the Flexible Work Plan
Leaders need to underline the importance of performance expectations within the flexible workweek. Managers want their employees to feel invigorated to produce the best work for clients. However, a concern about productivity dipping during flexible days could cause a sore spot in the plan. Leaders should enact policies surrounding expectations and what that looks like regarding deadlines, productivity, responding to emails and more. The last thing anyone wants is for the flexible workweek plan to be abused. Expectations surrounding the program should be clear and written. Considering everything goes according to plan, and if expectations are met, will bolster trust in the office. It will grow accountability within the organization’s culture. Employees can expect respect with work boundaries, and managers can alternatively trust their peers to do the right thing and finish tasks.
To learn more about effectively measuring productivity in the workplace, check out our blog 3 Tips to Effectively Measure Productivity in the Workplace!
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