Flextime

Employees want more benefits, but as an employer, you are plagued by the high cost that additional benefits may add to the already increasing cost of healthcare benefits. So what can you do? Sometimes you do not have to spend additional funds to make employees feel content within their occupations. You may want to consider offering an alternative to the nine to five workweeks. Whether man or woman, many laborers have family and children with which to contend and having the flexibility to work around handling family matters can be just as important or more so to an employee than money.

An individual that needs to take care of an ailing family member, elderly parent, or children that are still in school, who have the flexibility in their work life to handle family matters can typically concentrate better on work if they are not worrying about taking care of matters at home.

Flextime can come in a variety of forms such as ten hour day, four days a week, split shifts where the employee can work morning and evening, but are able to be home in the afternoons to care for their children. Another method includes splitting a shift with another worker that needs to work afternoons while the other has a need to work mornings. Laborers often find that the flexibility in the workday has the equivalent or more value than money.

If this is an option that you may want to consider but do not know if it of importance to your work force, consider taking a survey to determine the validity of whether or not this is a value within your organization. Your Human Resources department can be of great help in helping you to determine the feasibility of such a program.