Flexible Scheduling: The Key to Employee Satisfaction?

We all know the cost of employee turnover is high. It only gets higher as the unemployment rate drops since it can take longer to fill a vacant role—thus increasing the time to regain productivity. Keeping good employees onboard is key to an organization’s success—but how can an employer increase employee satisfaction and thus increase retention rates?

One answer might be to introduce flexible scheduling options.

Flexible Scheduling: The Key to Employee Satisfaction?

While there are many different components to employee satisfaction, work-life balance is a big one. At its heart, flexible schedule options seek to improve work-life balance equations for employees.

Here are some of the primary reasons flexible scheduling can improve work-life balance, improve employee satisfaction, and thus, reduce employee turnover:

• A flexible schedule can allow an employee to accommodate a major life change, such as the need to care for an ill family member or the arrival of a child, without having to look for a different job.
• A flexible schedule can make employees feel trusted.
• When flexible scheduling means fewer workdays in a given week, this can save money in terms of commuting costs.
• Employees may be able to be more productive if they are able to exert some choice in which hours they work.
• Employees have less stress because they can better manage demands on their time.
• It actually reduces unplanned absences because employees feel empowered to work around unforeseen issues.
• Productivity can be increased for telecommuters because they have fewer distractions.

Beyond reduced turnover, employers can see other benefits as well. A flexible schedule can actually increase employee accountability and productivity since employees with increased flexibility are more likely to be measured on outcomes. (They also have incentive to prove that the schedule works and will not harm the employer.)

What Types of Flexible Scheduling Do Employers Implement?

The term “flexible scheduling” means different things to different people. In fact, it could be interpreted to mean any of the following types of employee schedules, or even a combination of several of these options:

• Alternative standard work hours, such as 10 a.m. to 7 p.m. instead of 8 a.m. to 5 p.m.
• Longer workdays but shorter workweeks, such as allowing employees to work four 10-hour days and take an extra day off each week.
• The ability to work “make-up” hours on an as-needed basis, such as working in the evening or on another day to make up for hours missed at another time.
• The option to work from home (telecommuting), either on an as-needed basis or on a specific schedule or even full-time.
• The ability to work part-time, either for a short period, seasonally, during certain times of the year, or permanently.
• The elimination of standard work hours, instead relying on productivity measures to ensure all work is completed regardless of the number of hours worked.
• Allowing employees to volunteer to charitable organizations during the workday for x hours.
• Allowing employees to leave early to meet obligations and work again from home later.

Naturally, not all of these will work for every employer or every role. But for employers that find they can implement some form of flexible scheduling, they may see the benefits in employee satisfaction, productivity, and retention—and thus, the benefits to their bottom line.

About Bridget Miller:

Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.