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Employees Looking for a Flexible Schedule? Here’s How to Respond

Employees Want Flexible Scheduling? Here's How to Respond SVS Group

Employees looking for a flexible schedule? Here’s how to respond. In this post, we will explore the benefits of providing this option to your employees with breaks and flexible schedules. From increased recall to decreased errors, the data may surprise you! 

Benefits of Autonomy 

A key to employees asking for flexible work schedules is the value of autonomy. While freedom can be scary to give, employees who are free to make decisions, including around their schedule, are generally more satisfied. Today’s employees have come to expect a certain level of work-life balance. Offering that allows your company to stay competitive. This also opens the door for employees to take care of pressing needs outside of work and to be more focused when they do work. 

Does it hurt productivity? In a survey by Gartner, over 40% of workers attributed their increased productivity to flexible work schedules. Perhaps even more importantly, allowing your employees to have flexible schedules shows that you trust them. It also allows your employees to work at their peak productive hours, allowing them to perform optimally. 

Benefits of Taking Breaks 

With things changing in the job world, if you are an employer you may be wondering about flexible scheduling. It is growing in popularity, but is it actually good for business? Breaking things down to a micro level, this BBC article talks about the research behind micro-breaks. It states there is now research to show that allowing employees to take even small breaks during the day can increase calmness, decrease errors, and increase positive feelings surrounding work. In a UNC Learning Center article, breaks are said to reduce stress and increase recall. Additionally, big companies like Google even provide “snooze pods” that allow employees to nap for a quick 20 minutes before returning to the grind.

How You Can Offer Flexibility 

You may be in a situation where you cannot offer flexibility in terms of remote or hybrid roles. There are other ways to accommodate this flexible schedule trend. For example, you can offer a 10-hour/day, 4-day work week, giving employees the option of having one day off. You can allow variations in shift times depending on what your employees need. You can also build flexible scheduling into their PTO package by offering mental health days or allowing them to work late or come in early on days when they have appointments. You can also openly encourage employees to take breaks throughout the day and schedule time off when needed. Each situation is different, but making an effort to take care of employees’ schedules inside and outside of the office will go a long way when it comes to loyalty. 

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