Since the COVID-19 pandemic, more employers are offering flexible schedules and recognizing the benefits of flexible work schedules for both employees and the company. Research shows that flex schedules can improve employee performance and motivation on the job, and may reduce absenteeism, tardiness, and turnover. So how do you make flexible scheduling work for you and your employer? Find out what different flexible schedules look like, whether a flexible schedule might work for you, and how to propose and ensure its success for everyone involved.
Definition and Examples of a Flexible Work Schedule
A flexible work schedule provides greater hourly or location flexibility to the employee, the employer, or both. A flexible schedule can help manage family demands such as dropping off kids at school, or allow you to enjoy a personal pursuit, such as skiing on Wednesdays. In Colorado’s ski towns, some employers have long touted “powder day rules”—if it snows more than 6 inches, employees can take the day off to ski. Similarly, bike shops might offer “trail research” days for bike riding, according to Aryn Schlichting, founder of job search website Mountain Careers, and human resources deputy director for Eagle County, Colorado. “A happy professional is a productive professional,” Schlichting said. “Expressing the things outside of work that you do to feel energized and rejuvenated is important in establishing a healthy workplace culture for managers and contributors alike.” Here are common flexible work schedule examples for a typical 8 a.m. to 5 p.m. workday.
Jobs Where Flexible Schedules Work
Flexible schedules are available across many jobs, although the schedules may differ. For example, many office jobs may be suitable for flexible hours, while others that involve working in teams or with the public don’t work as well. A flexible schedule may work best if the arrangement:
Allows you to do your job, including any supervising you’re responsible forDoesn’t adversely affect your clients or people you work withGives you access to the equipment, technology, or other resources you needDoesn’t present any information security threatsWon’t negatively impact your motivation or ability to focus
Jobs Where Flexible Schedules Don’t Work
Truly flexible scheduling may be challenging in situations where you have to be in a certain place at a certain time, such as customer service and some production or manufacturing jobs. Schlichting noted that “powder days” aside, mountain communities haven’t been at the forefront of flexible scheduling in general due to workplace culture and guest-facing jobs. A flexible schedule may not work if the new schedule:
Reduces customer service in any wayCreates overtime costs or other costsBurdens your coworkers with additional responsibilitiesMeans you have a harder time managing those you supervise
“That’s not to say a company can’t get creative and offer multiple shifts to choose from based on preferences, to maintain coverage while still offering flexibility,” said human resources consultant Jessica Donahue, owner of fractional HR firm Adjunct Leadership Consulting. She spoke with The Balance by email. Internal professional cultures can also impact how many employees have flexible schedules, making them feel like they shouldn’t pursue generous options, even if available. For example, even when their employers offer flexible schedules, management consultants in one study tended to reject them. They felt that taking those options would stigmatize them as not being committed to their work.
How To Ask Your Boss for a Flexible Schedule
Check Company Policy in the Employee Handbook
“Generally speaking, most companies offer flexible work arrangements for everyone within the company or certain teams as part of a ‘flexible work’ policy, or don’t offer it at all,” Donahue said. Some companies may have flexible work schedule policies in writing, but your department’s head could be uncertain about implementing that policy, according to Schlichting. If so, knowing there’s a policy in place can encourage you to put in a request.
Discover the Decision-Maker
In smaller organizations or companies with a flexible policy, you will likely need to speak directly with your manager, Schlichting said. If your company doesn’t have a flexible scheduling policy, prepare to discuss the topic with leadership. “When seeking approval for a policy change, your audience is the CEO or the broader executive team,” Donahue said. “It won’t matter how strongly the HR team or employee population believes in flexible work if you cannot convince the executive team to buy in and make it happen.”
Make an Appointment
Get time on the calendar, and give advance notice regarding the topic. “No one likes surprises,” Donahue said. “Giving the decision-maker a heads up gives them a chance to think ahead about how they may or may not be able to accommodate the request.”
Create a Proposal
If you are speaking with executives, research and pinpoint the angle for your flexible work argument and why that angle matters for your company, Donahue said. For example, if the company struggles with turnover, provide studies showing the correlation between flexible work and employee retention. If costs are a concern, hybrid schedules could cut expenses by offering the opportunity to downsize physical office space. Schlichting recommended creating a written proposal outlining your suggested flexible schedule. Bolster your case by thinking of potential challenges ahead of time, along with possible solutions. For example, describe any arrangements in advance for technical support if you’re working later than the tech team.
Stay in Communication
Suggest a three-week pilot period to test the new flexible work schedule and adjust as needed, Schlichting said. “Regardless of whether there’s enthusiasm, ask if you can revisit it without necessarily saying yes or no at the moment. Try it for three weeks and reevaluate.” Stay in touch with your team and management to address any challenges or misunderstandings. Remember that your management could decide to end or change your schedule if it doesn’t work out for everyone involved.
Example of a Flexible Work Schedule Proposal
First, indicate what type of flexible work arrangement you seek. The most common types include flexible hours, compressed work weeks, telecommuting or hybrid work, or a combination of these options. Then, lay out what your proposed schedule would look like, with a one- or two-week example. Here’s a sample of what it might look like.
Equipment neededCoworkers/team supportScheduling conflictsTelecommuting equipment or needsPerformance metrics and managementOrganizational or team responsibilities and goals
The Bottom Line
Hopefully, floating a flexible work schedule policy change or request with your manager will go well, and you’ll soon be working a new schedule. However, if it doesn’t work out, you may need to look elsewhere for a job with a flexible work schedule. Look for companies promoting flexible policies in job postings or on their websites, Schlichting said. During the interview, ask if any current employees work flexible schedules and what that looks like. Even if the employer uses buzzwords such as “work-life balance,” read reviews on Glassdoor or get the lowdown from current employees to ensure they’re actually doing what they’re saying. If no such policy is mentioned in the job posting or the first interview, wait until the second or final interview and ask the employer whether they support flexible work culture—or if they’d be open to a proposal. Manufacturing company 3M’s “Work Your Way” program allows some employees to create their own schedules, including hybrid options. Other 3M positions at the plants may need to conform to a scheduled shift, such as 10 p.m. to 6 a.m. To find out whether the company you’re interested in has a flexible schedule, ask the point of contact at the outset.
