It’s no secret that human resources managers are giving their employees more options on where and when they work. Flexibility in schedules and work locations may be on the rise, but without an explicit flexibility policy, productivity can decline.
At smaller companies, the quality of one employee’s performance (or lack thereof) becomes apparent pretty quickly, and the temptation to offer flex hours without a policy may be strong. But whether you’re a major corporation or a bare-bones startup, drafting a set of best practices can keep operations transparent and fair.
A formal program should lay out rules for conduct, express productivity expectations and reiterate safety guidelines.
Employees should sign an agreement promising to report work hours accurately, concentrating strictly on job responsibilities when at work, and maintaining a clean and safe work environment. It’s also important to make sure the company’s information security is still protected, and employers are allowed to inspect an employee’s off-site workspace.
What are there reasons why the flex option doesn’t work for some companies?