HR Management & Compliance

Want Your Employees’ Enthusiasm Score to Jump from 37% to 87.5%? Read On!

Yesterday’s Advisor revealed tips on how to organize flextime (even when every employee has to be physically on-site every day) courtesy of Megan Lee, SPHR, SHRM-SCP. Today, we present more about Lee’s program—as well as the extraordinary results she achieved.

Lee, who is the director of human resources at Architecture Technology Corporation (ATC), offered her tips at the Society for Human Resource Management’s (SHRM) Talent Management Conference and Exhibition, held recently in San Diego.

[Go here for Steps 1 and 2]

3. Policy/Handbook Changes

The ATC evaluated their current procedures/policies:

  • Of those that did not allow flextime, which ones were negotiable?
  • Is there truly a business need for these nonflexible policies?
  • What could be added to increase flexibility?

The ATC made the following changes:

  • Added paid time off instead of traditional sick/vacation
  • Added an extended leave bank (ELB)
    • Each employee gets 40 hours in the bank
    • Has no cash value
    • Used with FMLA events
  • Added paid paternity leave
  • Added bereavement pay
    • Employees get 3 consecutive days off in the event of an immediate family member’s death
    • Employees get 1 day off in the event of a secondary family member’s death
  • Added commitment to continuing education. We encourage employees to attend classes and conferences that are relative to their jobs. We pay for:
      • PMP certification and recertification
      • Enterprise Architecture certification and recertification
      • Six Sigma Training
      • SHRM-CP and SHRM-SCP Continuing Education
  • Added work flex policy
    • No more mandatory 8 hours per day.
    • All of our employees are hourly.
    • 40-in-5 rule (must work 40 hours and log some hours all 5 days).
    • Employees set their own hours.
    • Teams work around employees’ hours.
    • Employees establish with supervisors a set arrival time (if later than that, call—it’s a safety thing).
    • Average manager works 45 hours.
    • Most of our managers front-load their hours.

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4. Implementation

Lee offers the following tips for the implementation phase:

  • Survey employees; what do they really want?
  • Understand what motivates management (you need management buy-in).
  • Why are you making this change?
  • Focus on positives, i.e., cost savings, more engagement.
  • Find a champion; major changes need a champion.
  • Be ready to articulate anticipated pros/cons of change.
  • Make a plan.
    • How will you implement?
    • Timeline.
    • What policies need to be changed/added?
    • What are the anticipated outcomes?
    • Start small; be patient. Perhaps pilot with one team or one division.
  • Have clearly defined expectations; insist on measurable outcomes.
  • Take ownership at every step.
  • Be flexible.
  • Rome was not built in a day.

ATC Work-Flex Outcomes (!)

Lee shows very positive results for the ATC program. Enthusiasm is dramatically increased, and the feeling that it was hard to leave work for personal or family matters dropped substantially.

Additional indicators of the positive effect of flextime:

  • 93% would recommend the ATC as an employer to a friend/colleague.
  • 5% voluntary turnover rate.
  • Revenues have increased.

In summary, says Lee, key takeaways are:

  • Have a plan.
  • Anticipate management’s objections.
  • Know what your nonnegotiables are.
  • Know when to stop pushing.
  • Rome wasn’t built in a day.
  • What is your work flextime mission?

A flextime plan can be made all the easier to implement if you have the right tools. Fortunately, there’s timely help in the form of a new webcast—How HR Technology Drives Business Transformation: Views on Integration, Data Analytics, Usability, and More from Talent Management Leaders. In just 60 minutes, you’ll learn everything you need to know about how HR technology is driving talent management.

Register today for this free (thanks to sponsor SilkRoad) interactive webcast.


Find out where your company stands on technology issues today—and how it could affect your talent management tomorrow. Join us for a free interactive webcast, How HR Technology Drives Business Transformation. Register Now


By participating in this interactive webcast, we’ll discuss:

  • How truly integrated are talent management functions?
  • How technology savvy are they?
  • How can HR data be used more effectively?
  • What are companies’ plans for analytics in the next twelve months?
  • Are HR organizations ahead of or behind the curve when it comes to mobile computing?
  • And much more!

Register now for this webcast.

Wednesday, July 22, 2015
2:00 p.m. (Eastern)
1:00 p.m. (Central)
12:00 p.m. (Mountain)
11:00 a.m. (Pacific)

Join us on Wednesday, July 22 for the free, in-depth How HR Technology Drives Business Transformation webcast.

Find out more