If you run a small business, you’ve probably heard of flexible scheduling—and you may already know it applies to more than remote tech workers working from home. To put it simply, flexible scheduling is a game-changer in modern work, and it’s becoming a hotter topic than ever.
In fact, a survey revealed 94% of workers want flexibility in when they work, and no wonder, when it gives both employers and employees the freedom to tailor work hours to fit their needs. When your team has the power to decide when, where, and how they work, it can boost productivity and ramp up job satisfaction while balancing work-life demands.
In this article, we’ll break down the definition of flexible scheduling, show you real-life examples, and explain the perks for your business. Whether it’s flex time, remote work, or flexible shifts, you’ll learn how to create a flexible schedule that truly works for your team.
What is flexible scheduling?
Flexible scheduling allows employees to choose their work hours, locations, and sometimes even the days they work. It provides your team with the flexibility to work outside the traditional 9-to-5 schedule.
A flexible scheduling definition can include options like flex time schedules, where employees set their start and end times, remote work opportunities, and compressed workweeks.
Many employees want a flex schedule, meaning this approach helps employees maintain a better work-life balance, increases job satisfaction, and can boost overall productivity. It’s a win-win for both the employer and the employee.
Flexible work schedule examples:
Flexible scheduling offers many options that can fit different business needs and employee preferences. And yes, this applies to hourly shift work too! Here are some flexible schedule examples you can implement to create a more dynamic and supportive work environment:
Remote work.
Employees can work from anywhere—no more commuting time! Remote workers have the flexibility to work from home or wherever there is reliable internet (with a laptop, of course).
This setup is ideal for roles that don’t require a physical presence in the business. It allows employees to create a comfortable work environment that suits their needs, which can lead to higher productivity and job satisfaction.
Split shifts.
Employees work in separate time blocks within a day. For example, they might work from 8 AM to 12 PM and then from 4 PM to 8 PM. This allows them to manage personal commitments during the day, such as attending appointments or caring for family members, while still completing their work hours.
Part-time hours.
Employees work fewer hours than a full-time schedule. Fewer hours, more personal time!
This is great for balancing work with other responsibilities, such as further education, hobbies, or family care. Part-time schedules can also help businesses manage labor costs during slower periods.
Compressed workweeks.
Employees work their full hours over fewer days. For example, they might work four 10-hour days instead of five 8-hour days. This setup provides extended weekends, giving employees more consecutive days off to recharge, which can improve overall job satisfaction and reduce burnout.
Hybrid work.
A mix of remote and in-office work. Employees can choose certain days to work from home and others to be in the office. Talk about the best of both worlds!
This flexibility can help maintain a balance between collaboration and independent work. You’ll likely get a productive and engaged team as a result.
Flextime.
Employees can choose their start and end times within agreed-upon limits. This flexibility helps them avoid peak traffic hours and manage personal tasks better.
For example, an employee might start work at 7 AM and finish at 3 PM, allowing them to pick up their kids from school.
Asynchronous work.
This flex work schedule means employees complete their tasks at different times rather than working simultaneously.
This approach is common in global teams where time zones vary. It allows employees to work at their most productive times and accommodates different schedules, promoting work-life balance.
Job sharing.
Two or more employees share the responsibilities of a single full-time position. This allows for part-time hours while maintaining full-time job coverage. Job sharing can help retain talented employees who need reduced hours and can bring diverse skills and perspectives to the role.
Annualized hours.
Employees work a set number of hours over the year rather than per week. This way, employees have the flexibility to work more during busy periods and less during slower times.
This is also a plus for your business, as it can help you manage seasonal fluctuations in workload and give employees more control over their schedules.
Is flexible scheduling right for your business?
Flexible scheduling can revolutionize your workplace, but is it right for you? When considering whether to implement any of the above flex time schedule examples, ask yourself:
Can some of your employees work remotely?
If your team can perform their tasks from home or any location, remote or hybrid work could be a great option. Evaluate your operations to see if remote work fits.
Can you communicate effectively with your employees remotely?
Remote and flexible work hinges on strong communication. Ensure your team can stay connected and collaborate using tools like email, chat, and video conferencing.
Do you need to attract more top talent?
Top talent often looks for flexibility. Offering flexible work schedules can make your business more attractive to skilled professionals who value work-life balance.
Do you need to increase employee retention?
There’s no running from the truth—happy employees stay longer. Flexible scheduling can boost job satisfaction, leading to lower turnover rates, and saving you time and money on hiring and training.
Is there enough trust between employees and managers?
Trust is key. Make sure your managers trust your team to work independently and that employees are accountable for their responsibilities.
How to implement flexible scheduling:
Implementing flex scheduling can transform your workplace, but it requires careful planning and execution. Here’s a detailed guide to help you get started:
Assess your business needs.
Does your business need every employee on-site at all times? Think about the type of business you run, employee roles, and what you require to operate.
Is there any type of flexibility (remote work, flextime, or other options mentioned earlier.) that aligns with your business goals and employee preferences?
Speak to department leaders.
Talk to department heads to understand the unique needs and challenges of different teams. Gather insights on how flexible scheduling could impact productivity and workflow. This collaborative approach ensures that the policy you develop is practical and tailored to each department’s needs.
Get buy-in from decision makers.
Present the benefits of schedule flexibility to key stakeholders and decision makers. Highlight how it can increase productivity, improve employee satisfaction, and attract top talent. Use data and case studies to support your argument and address any concerns they might have.
Create a flexible scheduling policy.
Develop a comprehensive policy that outlines how flexible scheduling will be implemented for your business. Specify which roles are eligible, the types of flexible schedules available, and the process for requesting and approving flexible schedules. Include guidelines to ensure consistency, fairness, and clear communication across the organization.
Online scheduling tools like Homebase can help you manage flexible schedules more easily.
Communicate your new policy to your employees.
Clearly communicate the new flexible scheduling policy to your team. Use multiple channels like meetings, emails, and your business’ communication app to ensure everyone understands the new scheduling options and how to take advantage of them. You could also provide your employees with training sessions to help them transition smoothly.
Monitor and reassess.
After implementing flexible scheduling, monitor its effectiveness and gather feedback from employees and managers. Regularly reassess the policy to ensure it meets the needs of both the business and its employees. Be open to making adjustments based on feedback and changing business conditions.
Embrace flexible scheduling for a dynamic workplace.
Flexible scheduling offers many benefits for both employers and employees—from increased productivity to improved job satisfaction.
Knowing the range of flexible scheduling options, you can determine the best fit for your small business. Even if not every option works for hourly teams, you can find new ways of offering your employees flexible work.
Implementing flexible scheduling involves assessing your needs, getting input from leaders, and creating clear policies. Ultimately, embracing flexible scheduling can lead to a more dynamic, supportive, and efficient work environment, positioning your business for success in today’s evolving work landscape.
