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A recent article entitled “Clocking In is Out” from Pinkmagazine.com demonstrates the need for companies to re-evaluate their thinking and policies about having workers present onsite in order to be productive. The days of managers watching over an employee’s every move is gone. Virtual teams and globalization took care of that. Or did it?
Companies who rank in the top 100 in the “Great Place to Work” surveys have led the way in workforce practices regarding flexibility and office presence. They realized the need to allow people to integrate their personal and work responsibilities in an ebb and flow that is unique to their circumstances. Instead these companies tend to focus on results and deliverables, not time on the job. Practices like these lead to high employee engagement scores, greater productivity and company loyalty, not to mention significant costs savings in office and building consolidation.
By their sheer numbers and as they enter the workforce, these demands will become more prominent. The time is NOW for companies to reconsider long-standing policies for workers and time on the job. It is no longer about time but about meeting commitments. Companies that recognize the need for new policies surrounding time will thrive as employers start hiring again.
Deloitte leads the way with workforce flexibility and policies for their workers. They have gone farther to establish a field of practice to help corporations audit, analyze and readjust policies to attract and retain new workers.
As they say, “out with the old, in with the new”. We see an increasing trend in workforce flexibility, particularly in our 24/7 world. Employers must realize the balance between home and work and allow this flexibility as payback for being available at all hours of the day.