In today’s difficult economy, employers may be unable to offer monetary annual raises to employees, but there are other perks we can offer with flex time being one of them. If you have an organization in which flex time would fit, it may be something to consider offering as a benefit in lieu of cash.

Picture2Perks are typically welcomed by employees, especially if they understand the tight financial situation of your operation. If you are considering flex time as a benefit remember, they will likely be reaping a financial gain simply from the fact of not having to commute to the office five days a week.

In my virtual accounting business we are able to be a bit more flexible with time although we do try to be available during normal business hours in case our clients need us. Clients come first!

If you offer flex time here are some items to consider:

  • Clearly define the parameters of the arrangement. You may want to put into writing the breakdown of the hours worked, whether it’s four 10 hour days with one day off or one day of being able to work from home one or more days a week.
  • Pay attention to results. In some instances, having too much freedom, such as the ability to work from home, is not an easy situation and an employee may take advantage of it. The work may not get done, phone calls may not be returned, and productivity as well as results may suffer. You should expect no less from your employee under a flex time agreement than you would if they were in the office.
  • Empower your employees. Providing flex time is a benefit, not a right, but showing employees that you champion the idea will further legitimize the ideal of flex time as a benefit to working with your organization.

Do you offer flex time? Do you think it would work in your organizational structure?

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