Flexible working hours is a management model adopted by several companies, in which their employees can count on greater flexibility to choose the start and end time of their daily activities. Through this modality, the professional continues to comply with the daily schedule stipulated by the organization, however, it is up to them to determine the place and time of completion.
According to labor laws, an employee must work eight hours a day or 44 hours a week. However, how these hours are to be fulfilled is at the employer’s discretion.
Thus, if a professional works with this modality, they can start their work at eight, have lunch in half an hour and continue working, without the need to follow the regime of 2 hours a day apart. Or you can also start your work in the afternoon and go straight into the evening.
Flexible working is not yet required to be carried out in a single location. That’s why it’s called the mobile journey. The employee can, therefore, carry out their tasks from home, from a public place and even from another city.
As a decision that is the responsibility of the company, many are making room for flexible working hours, closing a new type of agreement with their employees.
This has happened, as companies started to adopt the new work models that are emerging with the digital transformation. The ease and mobility that technology has provided has made employees more productive, increasing the quality of products and services provided.
This optimization of production processes has allowed organizations to realize the advantages of adopting modern models, such as flexible working hours, making their team increasingly satisfied.
Why adopt flexible working hours?
Currently, organizations have started to value their work teams more. Most employees would like to work with greater freedom of time, this is a fact. Therefore, several companies are using this system, along with other benefits to captivate and retain talents in your team.
In addition to increasing the level of employee satisfaction, avoiding turnover and spending on new hires, companies can count on other advantages. Check out:
- The cost reduction is considerable in the flexible working hours model for companies. It is possible to save with the structure of offices, electricity and other bills, since part of the team will not be present on site daily;
- Increased employee productivity. Since this modality shows a big step on the part of the company, employees start to dedicate themselves more and more to fulfill their tasks and demands in the right time, so as not to lose this benefit;
- Reduction of unexcused absences and delays. Flexible working hours demand self-management, which makes it easier for employees to control their hours and adjust their responsibilities according to their availability;
- Greater engagement and motivation. Flexibility allows employees to have more time to take care of their personal life, which makes them more engaged with the organization, truly wearing “the shirt” of the team. Thus, they will become more concerned about honoring this opportunity and being even more productive;
- Decrease in the need for overtime of work, thanks to better use of the time.
And for employees, what are the benefits?
- Expenses are lower not just for companies, but for employees as well. It is possible to save on transportation and food outside the home, for example;
- More free time to perform other activities and take care of personal life. Employees can better organize their time and choose which are the most appropriate moments and which period of the day their productivity is greater to develop their activities;
- Greater motivation and performance to carry out their tasks to deliver them within the stipulated time;
- Flexible working hours allow the employee develop the home office, but also work from travel or anywhere you want. This way, it avoids unnecessary displacements and traffic delays;
- Creating a trusting relationship further reinforced between employer and employee.
How to implement this model in my company?
It is not new that flexible working hours are a desire of most professionals, who seek and demand better quality of life and balance between their professional and personal lives. However, even though many companies want to offer this benefit to their team, most do not know how to adopt and offer this possibility.
Therefore, if your organization is part of this list and is looking for adequate ways to offer flexibility to employees, without causing setbacks and losses, we have prepared a step-by-step guide on how to successfully implement the modality. See below:
- First, you need to find out which employees can work flexibly without harming the business. There are tasks that depend on face-to-face interaction with customers or other employees and, therefore, cannot be performed at different times. Then, it is necessary to define if the company agrees with the functionality or if it prefers the team to be complete in the office;
- Decide whether the company will determine specific periods in which the employee must attend the company or whether it will be entirely up to the employee to decide their hours, as long as they comply with the fixed weekly working hours;
- Another important point to regulate flexible working hours is hour compensation. The organization must decide how it will make the agreement with employees. Whether to allow the employee to work longer hours during the week to take time off on Saturdays and Sundays. Or whether you will allow the accumulated hours to be compensated when your employees wish, thus deducting them from your hour bank.
How to control employees’ flexible hours?
For small companies, this modality is easier to be adopted and controlled, as the number of employees is smaller. In large organizations, the work shifts and monitoring challenges are much greater.
To facilitate this management, there are still three ways to divide the flexible working hours in your company:
- Fixed variable model: the name may seem contradictory, but this option is widely used by companies because it allows the employee to choose one of several alternative times proposed by the company;
- Variable model: in this modality, the worker is free to decide his workday, but he must stick rigidly to it, strictly complying with his delivery deadlines;
- Free model: the employee can freely choose when to work, as long as he/she fulfills the hours foreseen for the day or for the week, stipulated by the company.
Flexible working hours require care, both by the company and by employees. Therefore, before legalizing this modality in your business, it is necessary to define and communicate to your team all the rules and norms to be complied with. It is essential that all employees really know what this “freedom” of schedules means for the reality of their company.
Want to adopt the flexible working hours in your business, but don’t know how to manage it? Talk to a XERPA expert.