You might develop a flextime policy, only to see it ignored by employees who aren’t sure how to work with it. Instituting a flextime policyĭespite the fact that flextime has become popular among corporate officers, it’s too easy to get it wrong. You would be wise to address these potential pitfalls with your startup team and determine whether they could outweigh the benefits of allowing more flexibility at work. Workers who take advantage of the system.Misunderstandings among employees who don’t know how to use the program.Some employees are less productive in this environment.Difficulties in communication between project team members.Some of the most common flextime flaws include: There are flaws to the idea, which can magnify in organisations that aren’t ready for this style of operation. Major corporations sing the praises of flextime, but it’s not for everyone. Productivity tends to increase, remote teams can be easier to manage, the technology is mostly simple to use, and the company culture typically adapts with little effort. However, findings from Fortune 1000 companies who have managed a stable policy of flextime prove the opposite is true. According to an article , the many misconceptions about flexible work include the myths that productivity falls, remote teams are more difficult to manage, company culture gets lost, and instituting the new technology is difficult. Their practical efforts began by getting past the common myths about flextime in an office setting. Flextime is a common practice in Fortune 1000 companies that have learned how to operate on flextime without losing productivity and revenue.Įmployees at these major organisations spend about 50% of their time away from the desk, and in most cases, they’re able to raise productivity and reduce overhead. Overcoming the flextime mythsĪn effective and efficient flextime policy starts with a strong organisation. If you’re wondering whether flextime is right for your organisation, the information here can help. It’s possible and often easier for startups to use this approach to labour, but it will take some prior planning and preparation. The policy is an appealing company benefit to many prospective employees because it allows members of the team to work on a schedule other than a nine-to-five and in locations other than the office, but it demands particular management skills.
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