Introducing flexible working and condensed hours can be extremely beneficial for both business owners and employees. The 4 Day Week Campaign has picked up pace since the pandemic, based around the idea that a “9-to-5, five-day working week is outdated and no longer fit for purpose.” Reported benefits include increased productivity, higher employee satisfaction and reduced sick leave. And there are different options too – including condensed hours or even a 9 day fortnight.
Yet it can feel a tricky option to navigate, especially with some reports that it can be difficult to manage and can impact business performance. So how do you go about it successfully? If you’re looking to implement a better work/life balance and boost employee satisfaction there are a few key considerations to bear in mind:
Business Objectives
Firstly be practical – can your business support flexible or condensed hours without negatively impacting productivity or customer service? If your business is customer facing you will need to consider cover and core hours over peak periods, and whether you need to factor in over-time pay. Think carefully about the benefits and drawbacks.
Wellbeing
Condensed hours may help offer a better work-life balance for your team, which could increase job satisfaction and retention. But take care to ensure that longer work days don’t negatively impact health and productivity.
HR Considerations
There are, of course, rules around working hours, breaks, and overtime so ensure you’re aware of the latest legislation and whether you need to review existing employment contracts. Ensure training is in place to help support employees; time management might be a useful skill to focus on. Management teams may benefit from exploring how to handle the unique challenges that may arise with condensed or more flexible work schedules.
IT Factors
If you are introducing remote or hybrid working consider whether you need to dedicate a day or two a week or a month where your teams can come together in the office or on site to collaborate. Also ensure that the any necessary technology and tools are in place to support employees properly.
Communication
Any changes should be carefully communicated to staff, and it may make sense to involve them in a consultation ahead of making any decisions about flexible working. A trial period can help iron out any teething problems and clear instructions and policies will help make sure everyone is aware of how any new approach will work. Don’t forget to inform your customers too and listen and respond carefully to any feedback.
Review and Adjust
It will be important to carefully measure the impact of any changes – KPIs might help, and regular reviews can assess the impact on productivity, employee satisfaction, and overall business performance. You can always make adjustments as needed.
Today, new legislation and hybrid working are of key importance to employees. Yet running a small to medium sized business can make this approach particularly tricky to implement so it’s important to plan carefully and ensure that you maintain a good balance between looking after your staff and your customers.