“Instead, we measure performance by impact and outcomes.” “Hours logged staring at a screen or the number of people in the office are no longer the metrics that matter,” Nadia adds.
“Being digital-first,” says Nadia Rawlinson, chief people officer at Slack, “means empowering people with the flexibility to work when and where it’s best for them.” This doesn’t mean that Slack employees never go to the office, but that offices are just one of the tools they use for work. “Given the beautiful weather and amazing outdoors activities there, working this way gives me the opportunity to have very productive days while still being able to enjoy my surroundings.” Slack leans on its own tools to make flextime work “When I’m in Baja, I start the days early and end them early,” the team member says. For day-to-day transparency and asynchronous connection among colleagues, the company uses Asana, where team members can find ongoing projects in one place, organized by company-wide objectives.įor one team member, this has been a perfect fit for a nomadic lifestyle, which has included a 37-day solo trip through Asia and half of most years in Baja California, Mexico. The company also doesn’t schedule meetings on Wednesdays and Thursdays, so that team members have time to do deep work.
To help employees do this, DuckDuckGo actively encourages fewer meetings beyond a small number of scheduled synchronous times. “We understand that everyone has their own working styles, as well as certain times of the day when they’re most productive,” says Allison Goodman, DuckDuckGo spokesperson, “so we offer freedom and flexibility to organize their individual work schedules.” As a global remote company, DuckDuckGo had team members spread across 15 countries in varying time zones, even before the pandemic - so it has never had core working hours. The Internet search engine company DuckDuckGo is a perfect example of empowering employees to decide when they’d like to work. DuckDuckGo trusts that employees will get their work done, no matter when - or where - they work A good example of this would be an accounting firm that requires employees to work longer hours during tax season and encourages them to take one or two added days off each week during other parts of the year. For some companies, flextime may even involve asking employees to work a certain number of hours annually. For others, it might mean doing split-shifts five days a week, working earlier in the morning and later in the afternoon or evening, with a larger break in the middle.įlextime can also include job sharing, in which two employees share a single role. This can look different at different companies but generally involves flexible daily start and end times.Īt some organizations, it may mean a compressed schedule in which an employee, say, works 80 hours over nine days and takes one day off every other week or works four 10-hour days each week. Flextime can take many different formsįlextime is a work policy that allows employees to choose their own hours.
We look at some of the issues around flextime and how several companies are implementing it. One way to stem the exodus and retain your talent is to offer flextime. Research from the Future Forum shows that an overwhelming majority of knowledge workers (93%) want flexibility in their schedules even more than in their location.īecause so many workers plan to leave their jobs, companies will have to compete against each other for the best talent. In the survey mentioned above, 25% of respondents said that work-life balance (or lack thereof) was the reason they planned to apply elsewhere, while nearly as many (23%) cited a good work-life equation as the reason they’d stay. And the opportunity, or lack of it, to do this may influence whether they stay at their jobs. They want to walk their dogs midmorning or power down their laptops to pick kids up from school in the afternoon. As Brent Hyder, president and chief people officer at Salesforce, wrote in a blog post earlier this year: “An immersive workspace is no longer limited to a desk in our Towers” and “the 9-5 workday is dead.”Įmployees want more say over their schedules. More than half of employees plan to look for a new job in 2021, according to a recent survey of North American workers - which means a lot of companies will experience significant turnover. But you can entice employees to stay by offering one simple option: flextime.Īs parts of the world emerge from the pandemic, many companies are offering flexibility about where employees work, whether it’s fully remote, fully in-office, or a hybrid of both.Ĭompanies experimenting with hybrid workplaces, though, also need to offer options for when employees work.
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