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Can More Flexible Workplace Regimens Improve Productivity and Profit?

By James Edholm

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Published: 07Jan2012
Word count: 455
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A recent article at the site WhenWorkWorks (http://whenworkworks.org/research/downloads/www_us_workflex.pdf) suggests that the appropriate use of flexible work arrangements can help employers achieve:

Increased employee job satisfaction

Lower insurance costs through healthier employees

Lower turnover

Not a bad thing, I think you'd agree.

They argue that workforce flexibility provides employees with the resources they need to be fully engaged and effective, both at work and at home. Studies have show that ..."- ¾ of employees feel that they don't have enough time for their spouses, children, themselves and their homes. As a result, younger employees are beginning to lower their work ambitions to allow for that mix of responsibilities. And therefore, you will notice that a majority of the employees will view the job as something that will earn them money and not actually enjoy what they are doing. This will definitely cause a slowdown in production and employee output.

Clearly, this isn't good for the employer. An employee who is purposely performing below her maximum capabilities is a drain on the company resources. You aren't doing any good for the employee, and you aren't doing any good for yourself or your company.

So greater flexibility to perform the job seems to be indicated. However, there's a problem with this as many employees don't seem to believe that using all the flex options presented to them will have no effect on their careers. That is, employees think that if they use the flex options, it's going to hurt their advancement potential. So, the flex programs are stagnating.

The key is that if it will be something you resent in your employees, then don't kid yourself and even introduce the plans in the first place. Be a hardnose and resign yourself to underperforming employees.

But if you do decide to implement flex programs — SUPPORT THEM. Enthusiastically and at all levels of management. And offer a flexible working arrangement that works for the benefit of not only the company but the employee as well.

Flex programs won't solve all your ills. You still need to respect your employees and their ideas. You still have to offer some form of economic security. You still have to provide opportunities to learn and grow. And you still have to give them a degree of autonomy.

But a flex program, added to the mix, can result in outsized benefits to the employer - turnover, productivity and lower health costs.

Jim Edholm is President of Business Benefits Insurance (BBI), an employee benefits planning firm in Andover, MA. He has worked with employers for more than 25 years and can be contacted at (978) 474-4730, via his website (http://www.bbibenefits.com), or via e-mail (jedholm@bbibenefits.com ).

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