The last couple of years have seen a paradigm shift in most workplaces. As a result of the Coronavirus pandemic, most employees had to work remotely. Fortunately, the restrictions caused by COVID-19 have been gradually easing.
Now, employees are slowly coming back to the office. But, just how easy is it for your employees to transition from remote working to be in the office? More importantly, what can employers do to ensure a smooth transition? Read on to learn how to smoothly get your employees back to the office.
How easy is the transition from remote to office working?
Some employers and top managers do not see a problem with the transition from working from home to moving back to the office. However, if you look at it from the employee’s point of view, you’ll realize why you need a transition plan. Essentially, your staff has been working from the comfort of their homes for a while now.
Working from home presents a new experience, and it will take time before the staff can get used to working from the office. There’s no definitive timeline or guideline on how long it will take. Since every workplace is unique, it may take your staff anywhere from a few days to weeks or even months.
What can employers do to ensure a smooth transition?
Admittedly, employers have a key role to play in creating a conducive work environment. Here are a few practical tips on what you can do.
1. Get feedback from your staff
As an employer, you may feel the entire burden of creating a smooth transition falls on you. However, it is important to remember you are dealing with the lives of other people. Taking some time to engage with your employees will make the transition process easier.
Basically, you want to ask your staff what works best for them and how you can improve the working space to match the experience they had. Take up these ideas and work on implementing them. For example, most people got used to dressing down. You can, for example, come up with a more lenient and accommodating dress code.
2. Consider changing the working hours
One of the most significant changes when working remotely is the freedom of working hours. Some employees got used to working at different hours of the day. Now that the staff is transitioning back to the office, perhaps you should reconsider changing when the staff can work.
Since most economies operate throughout the day and night, implementing better working hours could also open up new opportunities for your services and products. In addition, changing the working hours could positively affect productivity. Since everyone works when they are most productive, you may experience increased output.
3. Rearrange the working environment
Traditionally, offices were built without significant consideration for the staff. However, since your employees have gotten used to working in a conducive environment, getting back to the generic office setting may increase the transition period.
You can get ideas from your staff on what they would like to see in the new workspace environment. Some of the options to consider include a practical and functional break room with some nice amenities.
4. Give your staff ample time to adjust
As mentioned above, there’s no one definite time limit that your employees need to officially get back to the comfort of the office. This applies to both general workplaces and individual employees. Employers and managers should be understanding and let employees take their time and transition at their speeds.
Ultimately, it is important to recognize that getting back to the office comes with its own set of challenges. Taking time to understand what your employees need and what you can do to help will go a long way in creating a smooth transition. These steps will help you get the best from your employees and a creative work environment.
Improving the office experience is one way to help workers be comfortable in the office. Those considering changing to become freelancers would be well served by understanding their current situation better with total compensation reports. They might be surprised to learn that if they go off on their own, they will be giving up a lot of money in benefits they’ll need to provide themselves.
Gender bias and inequality in the workplace is something we’d like to think of as a thing of the past. In reality, that isn’t the case. This remains a significant issue today.
Every company should certainly make an effort to eliminate gender bias and inequality. Not only is this the right thing to do, but making a deliberate effort towards the same can help you attract and retain top talent.
Towards this end, there are several approaches a company can take. One such approach is by increasing female leadership in the following one or more of the ways.
1. Implementing a Gender-Neutral Recruitment Process
Review your entire recruitment process to eliminate any loopholes that would otherwise encourage gender bias. This starts with the language used in the job description when putting out job ads.
Indeed, some words commonly used in job descriptions have masculine connotations, which may put off women from applying for the advertised positions. “Competitive” is one such word; another is “rock-star” On the other hand, words such as “co-operation” and “collaboration” tend to attract women more.
The bottom line remains that you should be sure to inquisitively review your job postings and remove any gender-charged phrases, both masculine and feminine.
The next step is to ensure you standardize interviews and implement blind evaluation processes. Blind evaluation processes, such as neuroscientific tests, help to remove any bias from the recruitment process.
2. Support Women into Senior Roles
Big names across different industries have set gender targets. These companies break down targets by function and business lines. This means that the company sets out a certain number of seats on the senior management board for women and finds the most qualified women to fill these roles.
Of course, like men, all these women in senior positions should have clearly defined roles, and their performance gauged against set targets and required milestones. They should be held accountable for meeting these targets just like anyone else.
3. Actively Encourage Women to Progress
Ensure your female employees are applying for advertised promotions and asking for pay raises. Some companies have made a point of ensuring that line managers check if the high-potential women in their team have applied for these positions. If not, the line managers have a responsibility to find out why that is the case.
Actively encouraging it will get more women to apply for positions of progress. Line managers should make a point of doing follow-ups to ensure that more women apply, provided they are a good fit for the advertised positions.
4. Establishing Mentorship Programs
It isn’t enough to just encourage women at your workplace to apply for higher-paying and more senior roles. It’s best to provide the much-needed guidance and mentorship. And the higher up in the organization you are, the more widespread will be your effect.
Indeed, a solid mentorship program will help to diversify the work hierarchy. These programs give women in your organization the organizational knowledge, skills, and networks to be able to climb the corporate ladder.
Through these programs, you will be pairing the women in your organization with other women, or even men, who can impart to them the knowledge required to get to that promotion or power the transition to the next step.
As highlighted, you can bridge gender inequality at the workplace by encouraging and increasing female leadership. In addition to encouraging more women to fill senior positions or positions of leadership in the organization, you will do well to review salaries and standardize pay. This will help bridge any gender pay gaps. With total compensation reports, you can show potential employees and recruits the total package you offer, which will, in turn, help your talent recruiting and retention offers.
Although 2022 has just begun, the employment scene in NYC is already hot. In December 2021, the city council passed a law requiring employers to indicate a minimum and maximum salary on job postings and advertisements. Employers in NYC should develop a plan for both internal and external job postings ahead of the May 15, 2022, effective date.
Employers will need to indicate the salary ranges on new jobs, transfer opportunities, and internal promotions. Similar laws are already in place in a handful of jurisdictions.
The NYC legislation is among similar wage transparency bills enacted across the US. For instance, Colorado recently passed a law requiring employers to include total compensation reports (salary, bonuses, and benefits) in job postings.
What Are the Requirements of the Wage Transparency Law?
Beginning April 2022, NYC employers will be required to include a salary range in all job vacancies. For those who aren’t sure of the exact maximum or minimum salary for a particular role, the legislation provides that the range can extend from the minimum to maximum salary an employer believes they would pay for the job, transfer, or promotion.
According to supporters of the NYC wage transparency bill, this law will address pay inequality issues. Often, job candidates don’t receive salary information or employee benefits reports until the hiring process ends.
Employers who’ll skirt the law risk getting slapped with fines or lawsuits. As per the existing provisions, the New York City Commission on Human Rights can impose a maximum penalty of $125,000 for discriminatory acts or practices.
If the mayor signs the bill into law, it will:
- Require all employers to provide salary ranges for job positions within New York City.
- Make it an illegal and discriminatory practice to not include salary ranges in job postings for positions within the city.
- Authorize the NYC Commission on Human Rights to implement it.
Once it gets passed, the law will apply to all companies with more than four employees, including contractors. However, it won’t apply to job postings by placement agencies for temporary positions.
Is Wage Transparency Good for Business?
Proponents of the legislation argue that it’s long overdue. It will eliminate the inequality that exists in the hiring process. The new law should help identify and hopefully reduce or eliminate the systemic pay inequalities that primarily affect women and racial minorities. Providing total benefits statements in job listings can also help employers retain their most talented staff amid the Great Resignation.
Generally, salary transparency is a sensitive topic; but, keeping employees informed can bring goodwill to an organization. On the flip side, skirting the salary transparency conversation brings more public scrutiny. A case in point is Google, which couldn’t keep hiding its gender pay gap. Publicizing employee benefits reports also protects companies by minimizing the risk of unequal treatment claims. Likewise, it boosts employees’ motivation, productivity, and collaboration.
COMPackage: The Go-To Benefit Statement Software
When the wage transparency bill becomes law, New York City-based companies will need employee benefits software to generate reports indicating what employees earn. COMPackage is one such tool, since it allows both small and large organizations to generate compensation statements conveniently, securely, and affordably.
Investing in the software enables employers to provide employees with detailed compensation statements. Similarly, employees can see their benefit statements and determine how much they’re valued at the workplace.
With more than 60 company-paid perks and benefits to include in a total compensation benefits report, COMPackage ensures transparency between businesses and employees. A small company can use the compensation software to create benefits reports for as little as $8 per employee. Likewise, unlimited reporting is provided to professional service agencies and larger companies for as little as $1,559 annually.
Flexible work arrangements have become a competitive edge among modern companies. As the workforce gets younger, the popularity of remote work will only increase. In addition to attracting and retaining talent, a flexible working model opens your company to a more diverse workforce. Also, you can include remote working in your total compensation statements, thanks to benefits like those listed here.
1. Cost Savings
The costs of commuting to an office add up quickly and eat into any employee’s savings – from gas and car maintenance to professional clothes, laundry expenses, lunch, coffee, etc.
If the company is located in an expensive city, the daily travel and food costs can frustrate your employees. Employees save a lot of money by eating home-cooked meals and wearing casual attire when working from home.
2. Save Time
Employees spend a lot of time getting ready for work in the morning and maneuvering through traffic. Dealing with traffic jams also exhausts people and leaves them dreading the daily commute.
A flexible work model allows workers to get sufficient rest and wake up refreshed and ready for work. Also, they spend less time traveling and can put more energy into work
3. Better Work-Life Balance
Flexible working offers a better work-life balance for employees. The traditional nine-to-five work model is especially ineffective among parents with young children and people taking care of elderly relatives. By working from home, such employees can balance their home and work responsibilities.
Remote working also allows employees to enjoy their hobbies and enjoy more time with family, friends, and pets. If a worker needs a break amid tasks, they can walk around the neighborhood.
4. Comfortable Working Environment
Employees have little say in the setup of company offices. In comparison, a remote worker is free to customize their home office to be as comfy as possible. Employees can use ergonomic furniture, plants, scents, artwork, and lighting fixtures to their home office area and add a luxurious sofa to take breaks in.
5. Eliminate Office Distractions
Employees often struggle to focus amidst various workplace distractions. With chatty coworkers, office celebrations like birthdays, nearby group meetings, printers, and other equipment, the workplace can easily get chaotic. When employees work from home, they control their environment and can eliminate distractions more effectively.
6. Improved Health and Fitness
Working from home has lots of mental health benefits. When employees spend more time caring for family, they are happier and more satisfied. What’s more, remote workers eat more nutritious meals and even get into pursuits like baking bread. As workers accomplish more home and work responsibilities when working their home, they are less anxious.
Since remote employees spend less time commuting, they can dedicate more time to working out and improving their wellness. Also, it is easier to squeeze in walks and daily runs when working from home.
7. Improved Productivity
Lengthy in-person meetings at the office and daily commutes reduce employee productivity. In contrast, working from home means fewer disruptions from colleagues and less traveling. Remote workers have more flexibility to set up their day and define schedules that best work for them. For instance, some people work the best in the morning while others thrive during the night. Also, regular breaks when working from home refreshes employees to tackle their workload.
8. Increased Freedom and Happiness
Remote employees appreciate the freedom to plan their daily life to meet both home and work responsibilities. There is also less stress in remote working, as employees work in a comfortable environment. As a result, workers are happier and more satisfied with their jobs.
Flexible work arrangements have many benefits for employees, including improved mental health, cost savings, and increased job satisfaction. Document these benefits in Total Compensation Reports, like those provided by COMPackage.com, to attract and retain top talent.
Consider rethinking compensation. For example, rather than compensate people primarily for sitting in their office for 40 hours each week, consider tying their compensation to results produced, assuming their position has measurable tasks and/or objectives. See our prior blog on this topic.
You may be sitting on valuable retention information for your employees, and not even realize it.
It’s your Benefits Package. And maybe your employees don’t even know what value it provides, because you haven’t simply communicated it.
Or maybe it’s time to rethink your benefits programming.
Times have changed. How much one makes, and what hoops one must jump through to be at work, have come to a point of decision and change for currently 8 percent of all employees in the marketplace. So, now is a great time to rethink your benefits programming, and/or communicate what you already offer.
Issues to rethink include the following.
- Time off
- Personal time
- Family time
- Medical time off
- Holiday Time off
- Work from home
- Home business equipment allowances
- Smart phone allowances
- Short-term parking allowances to drop off or pick up work
- Minimum wage/bottom-rung wage increases
- Quality-of-life perks
- In-office social spaces
- Food at work
- Incentives that accomplish critical success factors
- Operational improvements/savings
- Increased management/staff engagement
- Other ideas
- Quarterly performance reviews
- Exit interviews
- HR hire
- Tighter manager performance reviews
If you are paying for it instead of your employees having to pay for it – tell them what you are spending on them.
If you are providing a service, even such as free parking in your parking lot, that they would have to pay money for at another job, quantify and communicate it.
Even if you don’t provide a lot of paid holiday or vacation time, anything you do provide is more than a current employee or prospective employee would get if he/she/they went freelance. Let them know.
The entire motivation for COMPackage – the world’s first self-serve total compensation reporting solution, is to show your employees all of the value that you provide above and beyond their compensation.
Given the low cost of COMPackage, why miss out on this motivational (recruiting- and retention-related) opportunity?
Are you already doing some sort of homemade solution (e.g., Excel and Word) to communicate total compensation reports to your employees? Our customers who used to do it that way have told us time and again that, given the level of effort to use and maintain such a homemade system, it’s easier to use COMPackage.
Check out COMPackage today. With our 30-day risk-free money-back guarantee, you have nothing to lose.
Today’s working environment is much different from what the baby boomer generation was used to. Significant changes in culture, societal norms, and technology have made it critical for employers to keep up with emergent needs in the workplace. And workplace safety is certainly one of the top concerns that you should address.
There are many different threats that your workers face on a daily basis. From the possibility of an active shooting to physical abuse between colleagues, employers need to be proactive when dealing with challenges in the workplace.
Creating a plan for workplace safety is a comprehensive approach. It involves robust policies, employee training, and effective communication. These elements all come together to help deter acts of workplace violence before they occur.
Types of workplace violence
Safety in the workplace has become a top concern for many stakeholders. This means that unions, local authorities, OSHA, and employees themselves consider safe working conditions a top priority. Workplace violence can be described as any activity that causes physical, emotional, or psychological harm.
This definition of workplace violence has expanded over the years. Indeed, what may have been previously considered “acceptable” or “ignorable” may now be an explicit form of violence in the workplace. Furthermore, such violence can also occur outside of work and still affect the working conditions of an employee.
Employers need to be aware that workplace violence includes more than just physical abuse. Many forms of emotional and psychological abuse (such as bullying, insults, and surveillance) also fall under the definition of workplace violence.
Some common types of workplace violence include:
- Physical abuse and threats of physical harm
- Emotional abuse
- Sexual assault and violence
- Domestic abuse
How to prepare for (and prevent) workplace violence
Being prepared for workplace violence is the best way of avoiding tragic and costly events. Here’s how you can remain ahead of risks that may affect your employees.
1. Have clear policies in place
Safety starts with having detailed policies in the workplace. From restricting visitor movement to banning weapons, you should take time to develop and inform your workers about what they can and cannot do. You may also need to consider conduct that happens outside the workplace. For example, domestic violence cases may have implications on the perpetrator and the victim when they go to work.
2. Train your employees
Regular training is critical to workplace safety. Sensitizing your employees about types of violence and their associated consequences can help minimize violence in the workplace.
3. Communication is key
Thanks to technology, you can take advantage of emergency communication tools when responding to acts of violence. As a simple example, text messages and voice calls can be automatically sent to workers if a shooting happens. “Panic buttons” can also be activated to alert security personnel in real time if an employee commits violence.
4. Develop a disaster response plan
Finally, make sure you have a disaster response plan to address incidences of violence. This may include partnering with a security firm, having emergency exits in your building, or creating “safe zones” where unauthorized personnel can’t access.
This article is brought to you by COMPackage, the leader in DIY total compensation reports. Help your recruiting and retention efforts by clearly showing your employees and recruits the total package you offer.
As the economy continues to improve, the need for young skilled workers is rising. For many companies, the need for finding, hiring, and retaining workers can be challenging. Compound this by the changes in needs and expectations that Millennial and Gen Z workers have brought to the workplace, and you have the perfect storm.
Today, companies need to look beyond compensation when it comes to attracting and retaining top talent. You need to look at your corporate philosophy and culture. To win the battle for the top talent, you need to build a strong employer brand.
Here are a few ways savvy companies are winning the battle for talent.
Offer Clarity to Applicants about Your Company’s Core Values
When you have a clear set of defined values and are open and honest with applicants before and during interviews, both prospective hires and those doing the hiring will have a clear idea if they fit before actually working together.
The key is to make sure that the values you’re expressing are authentic. Imitating another businesses’ value set is a big mistake. If you haven’t already done so, take some time to spell out your company’s core values. Speak with your standout team members and ask them what keeps them around; you’ll likely begin to notice distinct patterns.
Once you’ve defined your core values, make sure you walk the walk! Live your values day-in and day-out. Many companies have a list of core values, but what matters is that they are grounded in behaviors. For example, if you say you’re committed to personal growth, but do not have a budget to pay for employees to take courses, your candidates will see right through it.
As past CEO of Pittsburgh’s leading advertising agency, and now President of this blog’s host, COMPackage.com, we developed eight core values at my agency by pulling the management team together and throwing everything at the wall that represented any of their core values here. Then we asked the question: can we operate without this one, and that one. We came down to eight that we could not live without. That was after combining terms like honesty, truthfulness, integrity as one (Integrity). There were several like that. We probably started with over 50, and condensed it to eight. Then we came up with a term that the first letter of each spelled that term, and drilled “GOT RICE” into everyone’s minds, so that they could all probably today recite at least five out of eight of them… and that was over 20 years ago! Email me if you want to know what GOT RICE stands for. Or tell me, and I might send you a gift. J
What Today’s Talent is Looking For
Smart HR professionals are highlighting cultures that reflect the needs and expectations of Millennials and Gen Z workers. Beyond the basics of being a great place to work, what these newest members of the workforce are seeking are:
- Work/Life Balance – While these workers are dedicated and hard-working, it’s important for companies to understand that they have a life outside of work. Policies like flex time, telecommuting, and the ability to donate time to causes they believe in are important differentiators that can help you attract talent.
- A Strong Sense of Social Responsibility – Companies that are diverse in their hiring, support their local communities, and/or offer paid time off for employees to donate their time are attractive to potential hires. Millennials and Gen Z workers value businesses that are socially and environmentally responsible.
- Safety and Respect in the Workplace – In a respectful workplace, employees are more engaged and productive. Treating your workers with respect can instill confidence and offer much-needed encouragement. Workers who feel safe and respected while at work, are more satisfied. Respect improves knowledge sharing and boosts the bottom line!
- The Ability to Advance Their Career – While both Millennials and Gen Z prefer to work independently, both are looking for guidance. Mentorship programs where new hires are paired with experienced employees are an attractive benefit. Offering a program where employees can switch their core focus is also a big draw. For example, Newmark, a real estate firm, offers a two-year program where employees switch positions every six-months to learn about the business, and also to identify where they excel.
While compensation is secondary for a large percentage of millennials and others, it’s still a significant factor. So it’s essential to make sure you show them the total value of their package that includes benefits beyond their paychecks. Total compensation reports are the way to do it.
As the workforce continues to tighten, companies must begin to think beyond compensation to attract and retain the best talent. By defining your company’s core values, and implementing policies that today’s workers are seeking, you can begin to win the battle for the top talent.
Morale remains high when turnover is low. One way to keep it this way is through the high quality administration of benefits. The quality of your benefits delivery is completely dependent on the software you choose.
When choosing your company’s employee benefits statement software it is critical to verify that you have the tools to fully cover all of the benefits that your company offers.
This is why it is a critical step to choose the employee benefits statement software that will streamline, empower and support the confidence of the folks you already have, and for those you will hire in the future.
Check Your Requirements
Here are six of the most important considerations when implementing employee benefits statement software.
- Cloud-based or SAAS solutions put the burden of maintaining your software onto your vendor, not on your IT people.
- Use tools that reduce the costs of administration by reducing errors and extra steps.
- Include the ability to add all kinds of benefits – even free coffee and free parking.
- Present the information in a way that is easily “gettable” and memorable by each employee.
- Reduce any extra strain on the HR department. Give them tools that are intuitive.
- Utilize easy-to-learn, intuitive solutions for administrators and employee end-users alike. If it’s not easy-to-used, it may not get used.
Stay Ahead of the Competition
When a company has the ability to quickly and easily enroll and stabilize new employees by choosing the right employee benefits software – you dramatically increase the competitive edge for your company.
HR department administrators who choose exactly the right employee benefits software secure an ease and grace for internal benefits delivery processes. This increases the sense of confidence and accuracy for the employees they serve.
Employee benefits statement solutions, like those from COMPackage are designed to increase transparency. Support your employees confidence by delivering explanations in their compensation package instantly, regularly and repeatedly.
Most employees think of salary-plus-benefits as payment for services rendered when they think of compensation. They’re correct of course, but it’s much more than that.
What most employees don’t realize is that compensation is always evolving. The package they received upon getting hired won’t always stay that way. Employers must keep them abreast with any updates on benefits required by law, as well as with any changes in the metrics for competitive benchmarking. They should also be aware of new workplace trends that can affect benefits, like the rising popularity of remote work which gives way to more flexible scheduling options, or the increasing automation of tasks which gives more time for learning and training. Aside from that, employers should also adjust compensation for employees who moved up the corporate ladder, or who showed exceptional performance worthy of recognition.
It’s for these reasons why using benefit statement software is important for the compensations and benefits (C&B) department of any company with employees on its payroll. C&B administration is a continuous process, not a one-time implementation. Because it’s a process, records should be kept and archived, ready to be referred to whenever necessary. Reports should also be easily generated for analysis and other purposes.
But it’s not the C&B department who stands to gain the most when a company decides to use benefit statement software. The biggest winners are the employees who are most likely not aware of the full extent of the perks they’re entitled to for various reasons. These can include:
- They were not informed.
- They were informed but they forgot.
- They misunderstood what they had been told.
- They didn’t know some benefits are opt-in.
- They planned to opt-in for said benefits but never got around to it.
- And so on.
And even if they are aware of all the perks they’re getting, they may not necessarily be aware of the actual monetary value. For example, an employee making $60,000 a year may jump at a chance to move to a competitor offering $70,000 – if they fail to factor in the monetary value of their benefits. If their current company offers perks equivalent to 50% of their salary, their total compensation package is worth $90,000. If the competitor offers perks equivalent to 25% of the proposed salary, the total compensation package is worth $87,500, which is lower than what the current company already gives. Here, the current company wins. But of course, without knowing the value of their benefits, the employee will simply see that $60,000 is lower than $70,000, and therefore not worth staying for.
Companies lose top talent this way. With only partial information, employees can make hasty decisions that have a negative impact on their career without realizing it right away. Fortunately, the use of benefit statement software can put together the complete big picture along with the little details so that employees can not only make informed decisions, but also appreciate much more what they’re already receiving. It will make them change the way they view compensation.
The world is in flux, and it is not surprising that the structure of the traditional workweek is changing too. The 40-hour workweek has shaped the foundation of the professional landscape for ages. Employees and employers have equally benefitted from this working schedule, but it could be time to ditch it. As the nature of work changes, there’s a need for the workforce to ask if the work model still makes sense.
The shift to other alternatives to the 40-hour workweek is evident in giant companies. Cloud computing company Salesforce, for example, is among the many giants that recently announced a shift in work hours. According to the company, the 9-5 schedule is dead.
In another case study, the Tower Paddle Boards founder recognized a disconnect between his company brand and its culture. Although he was selling a product that promoted work-life balance, he was not nurturing the same concept among his employees. Consequently, Stephan Aarstol decided to reduce the daily working hours from eight to five hours.
Why is the 40-Hour Workweek Dying?
Many reasons explain why the workplace is experiencing a shift in the regular working schedule. The rise of remote work is one factor that has provided flexibility now more than ever. Many organizations and employers now understand that there’s no one-size-fits-all work schedule.
The 40-hour workweek also seems to be a threat to productivity. Most employees who conform to the schedule do so out of peer pressure or pressure from management to work harder or stay later. In real life, it’s illogical to try to compartmentalize the natural flow of work. This leads to employee burnout, less individual efficiency, less creative stimulation, and more distractions.
Alternatives to the Traditional Workweek
Fortunately, many employers have realized the inefficiency in the 40-hour workweek and are striking new ground for the traditional schedule. Some companies, especially startups, have adopted new radical approaches, and they seem to be coping just fine. Here are some examples.
1) The 21-Hour Week
According to the New Economics Foundation, the 21-hour week is the new standard for the 21st century. Apart from creating gender equality, the schedule can help countries decarbonize by cutting down on daily commutes. It would also help in the even spread of resources and labor, making workers happier and more productive.
On its downside, this arrangement is more of a part-time approach to working. Employees must also be able to take a pay cut. However, they’ll have more work-life balance and will ultimately be happier.
2) Four-Day Three-Day or Compressed Workweek
Instead of working eight hours, five days a week, companies are implementing a 4 10-hour or 3 12-hour week. The schedule is structured, and employees choose which days of the week they report to the office and take the rest of the time off. The plan is a viable alternative to companies trying to maximize productivity.
3) Flex-Time or Employee Vote
Flex-time is ambiguous in definition, but it revolves around letting employees choose their working hours. They work as they deem fit, which implies working earlier sometimes, later at other times, and longer or shorter hours. For the successful implementation of this schedule, there’s a need for a high trust level in the workers to be responsible. The potential benefits when this happens are limitless.
4) 35-Hour Workweek
Another alternative is to let employees leave for home on Friday at lunch. This means more productivity as it gets them close to a schedule that gives them more time to rest. It’s easier to make a case for a 35-hour workweek than employers might think.
5) The Seven-Day Workweek
For some people, working a few hours every day can solve the problem of the short weekend. When the Covid-19 pandemic came, weekends started feeling exactly like weekdays, only with less work. The lockdown saw them getting up early on Saturday and Sunday to put in a few hours of work before getting into leisure activities. For some, this did wonders for their mental health and helped them relax even more.
This can work for a majority of people post the pandemic times. A majority of Americans check their office email outside office hours, so why not embrace this alternative? For example, 8 a.m. to 1.p.m. daily might be what people need.
6) Working Remotely or Telework
When employees work from home, they’re free from the many distractions they get in the office. They can focus better on the tasks at hand and accomplish a lot more with flexibility and autonomy. The employee works on a pre-set schedule or has a limited time frame to complete their work.
Employers can maximize efficiency by thinking about viable alternatives to the 40-hour workweek. The above are some possible options, but a company’s ultimate path depends on its culture. The decision will also be influenced by how open the employer is to experimentation and trial and error. One thing remains certain: the aspects of the traditional 40-hour workweek are dying, and it is time to embrace change.
When it comes to recruiting and retaining employees, this is one of the many perks that can set your company apart. Document the rest to make it evident to your employees by using Total Compensation Reports, like those offered by COMPackage.