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sanbox69 | I am thinking of changing my Company to a flex hour system? |
My employees seem to be in favor of it, but wanted to take the pulse of the Yahoo Answer world. Has anyone moved to one, and was it successful? And would you like to work 4 days a week, 10 hours a day, or stay at 8 hours a day for 5 days?
Thanks. |
 |
 
Just Me
 |
I think flex time is a great idea, for companies that can get away with it. My husband's company used to be flex time, but too many were abusing it, and cutting out saying they came in earlier than they did and etc.
I would love to work four ten hour days, and have three days off from work a week. |
|
tafiliamou
|
Definitely four days a week at ten hours a day. I work ten hours a day but 6 days a week!
With regards to flexi-time, we have it in our company. It's a great staff motivator but is impossible to monitor unless your staff have no reason to leave the premises during the day on business.
Another down or up-point (depending on type of your business) is that you tend to find your premises empty most Fridays and many Mondays, which may or may not impact upon your company. |
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Kyra
 |
We had flex hours and I loved it. Some days you're just
more into work than others. We also had to punch a time
clock. |
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JustSomeone
|
Every company that I have ever heard of that did this because there employees requested it.........IT WORKED OUT!
I don't know why this isn't done more often! In fact, it should be the cultural norm in America.
Employees feel like they have more time, feel less burned out, that 2 extra hours isn't too hard to do 4 days a week. And just think, 3 day weekends every week! |
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FM
|
I worked 4/10 and I liked it. I think many companies offer 9/80, with every other Friday off. I've worked 4.5/40 too, where Friday was half a day. That wasn't too bad either, but having a whole day would have probably been better. |
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Barry auh2o
|
Whatever you do, put it in writing.
Also, realize of you go to 4-10's everybody is going to want Friday off. You can't do it.
Day off would have to be by seniority.
You COULD make it flexible, if someone who is off Friday is willing to trade with someone who is off Tuesday,your call.
I worked in a place that didn't care, as long as you let them know.
Also, you might want everybody there , say, between 9 and 3. You might allow 1 hour for lunch, or a half hour.
Perhaps a "time bank" would work, work an extra 1/2 hr a day, and just save it up for an emergency.
But whatever you do, it has to be in writing, and consistant. And somebody had to keep track of the extra time people save up.
nd, you must allow peopleto changetheir shifts when you control it, such as every 3 months, every month, etc
it's great for morale, but could give the time keeper an excedrin headache.
Good luck. |
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MagusGreg
 |
I developed a flex-time system for a data storage company that I worked for some time ago. I learned recently the plan is still in place - so, I like to think it worked.
In our situation it created the unintended side benefit of bringing a "brain-gain" to the company. For example, we could never cover weekends (our company was 24/7/365) effectively. We created 3-12 hour days (Friday, Saturday, Sunday) and paid the employee for 40 hours. My VP said, "who would take on such a shift???" A week later we had a grad student working on a doctorate start. He wanted the shift so he could work on his studies all week long. After the installation of flex-time our workforce went from 8 hour grinders looking for a pay check to highly motivated/educated people who recognized the value of time.
It is difficult to track. And, abuses can and will happen. Further, the longer shifts are not for everyone and you need to be very selective. Safety needs to be a concern (we did not offer flex-time to vehicle/power operators). In our situation we were running a very highly tracked quality control system so we were able to track any offset in quality immediately. If you do not have a way to track this, then I would suggest setting up a temporary program first.
4 - 10 hour shifts works the best. In fact, some of our employees found that when we added one hour before and one hour at the end (7:30 to 6:00 p.m.) they actually saved time during the week because they avoided rush hours!! Productivity increased! Why? We didn't know. Until a young data-entry clerk told us it was because "the phones don't ring before 9 or after 5."
Today, I have a staff of four supporting me. They decide amongst themselves who does office duty (phones, UPS, etc.) for the day. The others can work at home, come in when needed, as long as they are available, understand that they are working, keep accurate time sheets and have projects done before deadlines. Flex time works and can work well. |
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rogueriverbob
 |
i have worked 10 hour days,.....and it was great,.....3 days off per week,.....8 hour days suck,.....remember when motivation is high productivity is high, when motivation is low productivity is low |
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Heinz M
 |
4 -10 hour days sound best. |
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Madd Scientist
|
Flex hours are a positive re-inforcement for employees.
Our company has 8hrs/5days a week but in the summer we have a program that starts from memorial day and ends labor day weekend where alternate group of employees get friday's off....
so you would work 9.5 hours for 9 days in a row to get the 10th day off (so every employee gets two friday's - off per month)
Other option is to have 1/2 day fridays....its a great incentive...I don't recommend working only 4 days a week....work is work and it has to go on all 5 days of the week!! |
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