Flexible work is something that more and more employers are offering, with mostly positive results. However, there are some common employer pitfalls many organizations fall victim to and should try to avoid.
If you are interested in implementing flexible work programs or vetting flexible work requests, make sure you don’t make these mistakes. Ignoring requests or ditching flexible work all together can be costly in the long run.
Here are nine common employer pitfalls when dealing with flexible work arrangements:
1. Not doing research about flexible work and flexible work requests.
If you aren’t informed, you can’t make good decisions. One of the biggest pitfalls is not understanding flexible work and everything it entails.
If you aren’t knowledgeable about the variations of flexible work, the benefits, the challenges, and how to handle requests, you’ll miss out on constructive dialogue and talented professionals.
2. Ignoring the benefits for the business.
It’s easy to see all the benefits an individual can experience from flexible work. While it’s a bit harder to understand the benefits for the business, there are multitudes to consider.
From higher productivity levels and fewer illnesses to huge cost savings, employers win with flexible work.
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3. Not talking to the employee about their flexible work request.
When an employee submits a request for flexible work, a lack of conversation will hurt the relationship. More than likely, the individual has put a lot of time and thought into their request.
Listen to what they have to say. Let them make their argument, and really listen. Not talking to them about the request and deciding without further input could cause you to lose a talented professional.
4. Stifling flexible work appeals.
In many circumstances, staffers will appeal a denial to their flexible work request. Stifling those requests, or not being willing to allow appeals, will also prove to professionals you aren’t an employer worth working with. Look at all appeals and judge them fairly for all parties involved.
5. Not acknowledging other flexible arrangements in the organization.
Perhaps you have a few senior leaders working compressed workweeks. Maybe there’s a few other departments that allow people to work from home on occasion.
Don’t try to sweep these under the rug and hide them from others. Rather, use the success of these particular arrangements to encourage others to seek the flex they need.
6. Ignoring flexible work requests for eligible or ineligible staffers.
Being ignored is horrible for most people. When an individual submits a request and never hears back, it isn’t good for them or for the business.
Depending on the laws in your state, you could be required to review and document each request. Again, get informed.
7. Not allowing for a trial period.
If you are on the fence about the flexible arrangement and you don’t give it a trial period, you’re missing out. By offering a trial period, you show your staffers that you value them and want to work with them.
You also get yourself off the hook from anything long-term if it doesn’t work out. However, through a trial run you’ll likely find that productivity soars and your staffer is happier.
8. Lacking a formal flexible work policy or program.
Many employers play flexibility by ear and don’t make any official company-wide declarations.
When you neglect to share program information or even make a formal policy, your employees aren’t informed. Plus, utilization of programs will be low. Current staffers are likely to look elsewhere for flexible employment, too. Then, when it comes to new talent, you’ll lose a few good ones in their pursuit of work-life balance.
9. Not tracking the benefits seen from flexible work programs.
Do you know how successful or unsuccessful the flexible work program is at your current place of employment?
Most people won’t have a clue. It will also probably be difficult to find any hard numbers related to outcomes. Sadly, few employers actually track the benefits they see from flexible work programs. So if you aren’t doing this, start. It will create a stronger argument for the business to increase flexible work down the road.
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Readers, what other employer pitfalls are typically seen in relation to flexible work programs? Share with us below!
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