January, 2019
Traditionally, office work was and still done in some cases on a fixed timetable: normally a variation on eight-to-five for 5 days or an additional eight to one in the afternoon for 6 days including Saturdays.
However, currently, many companies are allowing employees to work different hours — sometimes squeezing a normal working week into fewer, longer days, or starting or finishing at later times.
Flexible work arrangements are no longer defined by merely part time work. They include compressed work weeks, changed start and finish times,teleworking and working somewhere other than the office.
Companies allowing for flexible hours which permits employees some control over the precise hours they work provide greater employee engagement and productivity within the time given, a chance to avoid commuting crowds,traffic on peak hours and costs involved and can allow one to attend medical appointments and other family related engagements — all of which is an important aspect of “work -life balance ‘ and provides flexibility and relief for those will mental health issues.
As more and more workers demand to work flexibly, and with all the technology available to enable them to do so productively, it is hardly surprising to find that businesses are marrying their need for greater agility (rapid response to market changes) with helping workers achieve greater personal fulfillment in their jobs .
Flexi-working and its benefits
A study conducted by Mental Health America on over 17,000 employees found that, employees in unhealthy workplaces are likely to experience higher stress and lower engagement and these feelings actually spread throughout the workplace, negatively affecting workplace culture.
Companies that give employees more control over when, where, and how they work through flexible work options are supporting the health and wellness of their workers and enhancing the company’s culture and productivity at the same time.
This is an important aspect to consider for businesses seeking to acquire top talent, as today’s workers are reporting that it’s not just salary which makes a difference. Add to this the fact that research shows improved concentration levels and productivity are benefits of flexible working.
An article published in the Business Daily on June 2018 reported that the Kenyan Government was considering flexi-working schedules for public servants who were to work in two shifts .These were efforts aimed at decongesting cities that are being slowed down by traffic gridlock.
An internal memo to public servants working in Parliament read in part “The Ministry of Public Service, Youth and Gender Affairs in collaboration with Nairobi Regeneration Area 5 Transport working Group-an intergovernmental/multi agency team is developing modalities of determining split working hours for public service,”
The exercise aimed to regulate “reporting and leaving time to and from work and ultimately decongesting Nairobi central business district (CBD) in order to promote ease of doing business,” said the ministry.
It would be interesting to follow up on the implementation of the above directive and the benefits accrued in terms of employee engagement,employee wellness and in decongesting the city as mentioned.
It was also be a greater achievement if it is able to trickle down to other government institutions as well the private sector.
However at the end of the day,it is no longer about an eight-hour job and getting a specified salary per month. It is about employee’s output which is the employer’s concern and whether it will improve profitability due to increased productivity and it’s ripple effect to the economy.
There are a number of flexi hour schemes today.As a start point, an organization can approach it from the annualised hours scheme. This is where an annual total of hours are agreed. These are worked out in variable quantities over the year with the employer among other approaches .
A flexi-working arrangement requires a psychological form of contract between employer and employee whereby objectives are set,dedication is expected,targets are clearly defined and benefits clearly visible to both employee and employer.It is a systematic approach.
To ensure successful implementation of flexi-working schedules, a firm set of guidelines should be implemented and employees trained before it’s adoption. This will limit any confusion or uneven or unfair implementation across your organization.
Also organizations should focus on enabling accomplishment of set performance targets than focusing on time spent at work.
Written by Edna Omol.
For feedback
Email :ednaomol@gmail.com
Helpful Sites
Emily Reynolds(Regus).How flexible working can benefit mental health. Retrieved from https://www.regus.com/work-us/flexible-working-benefit-mental-health/
Brie Weiler Reynolds.(2018).The Mental Health Benefits of Remote and Flexible Work.Retrieved from http://www.mentalhealthamerica.net/blog/mental-health-benefits-remote-and-flexible-work
Christina Smerdon. Workplace Stress, Mental Illness and Flexible Work Arrangements.Retrieved from https://www.work180.com.au/blog/2017/01/workplace-stress-mental-illness-and-flexible-work-arrangements
Edwin Mutai(Business Daily Africa).(2018).Civil servants set for flexible work hours.Retrieved from https://www.businessdailyafrica.com/economy/Civil-servants-set-for-flexible-work-hours/3946234-4625148-80jqsa/index.html
