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WHEREAS flexible scheduling it has become very popular, it is still not normal. Flexible scheduling is what it sounds like: Employees are allowed to work a flexible schedule as long as they complete their tasks and meet certain quotas.
For example, full-time employees are required to work 40 hours. However, a company can state that it doesn't care when an employee completes that amount, as long as they do it every week by midnight on Sunday. This allows employees to work whenever it's most convenient for them – this could be nights, weekends, early mornings or late nights. This doesn't mean employees never work during the typical 9-5 hours, but it allows them to schedule lighter things in their lives, like picking up kids from school, doctor's office visits, or even small vacations.
Although more and more companies are moving towards this model, there are still some who stick to the traditional 9-5, even though those companies and their employees are completely distant.
Working with businesses of all shapes and sizes, I've found that flex scheduling really is one of the best ways to allow employees to work remotely.
Related: How flexible working will give your business the biggest advantage
Rigid schedules make for mean employees
First of all, no one is looking over an employee's shoulder when they are working from home to verify that they are actually working when they should. Yes, there is software that can monitor “activity” on computers. However, there are a million and one ways to bypass that software.
Working from home reduces office work the distractions such as colleagues coming in to chat, phones ringing, or customers coming in with complicated questions. However, that doesn't mean working from home doesn't come with its own distractions. For example, the dog may get sick or laundry may need to be done.
Trying to force someone to sit at their desk from 9-5 at home makes for lousy employees – it doesn't mean these people are bad or do anything that's bad. They still do their job. They meet their deadlines. They may just do it a little earlier or later in the day. They have their own distractions they want to take care of—and let's be honest, no one is chained to their desk the entire time they're in the office. People get up to take breaks, grab coffee, chat with colleagues who are friends, etc.
Since remote workers are in their personal space and there is no one from work at micro-managing their activities, they should be allowed a little wiggle room in their schedule.
Related: Your employees expect schedule flexibility. Here's how to give it to them.
Rigid schedules lead to burnout
According to an article written by Ludmila N. Praslova in Harvard Business Review. Think of the “afternoon slump” that many people experience after being up for a few hours and eating lunch. Most people are a little sleepy in the afternoon. If they are allowed to sit out, they can come back when they are refreshed instead of working while exhausted, which can lead to mistakes.
Furthermore, it is difficult for remote workers to separate their personal and professional lives. After all, their computer (aka their work), never leaves the premises. While companies require employees to be at their desks at certain times when working remotely, many employees work during that time to meet deadlines. Again, if an employee feels overly exhausted in the afternoon, they may find it difficult to push their work, so they stay late to finish, which can lead to more fatigue the next day and create a vicious cycle.
However, with bending time they can take a nap or rest, turn around refreshed and get the job done faster and on time – whatever that time is for them!
Strict schedules are not a benefit
Many companies now offer flexible scheduling as a benefit. If a candidate is choosing between your company and another, they may choose the other if there is flexible scheduling. Ultimately, the thing to keep in mind is that flexible scheduling doesn't mean that employees will always be working crazy hours. More often than not, employees still work around the 9-5 schedule – it's just that some days they may choose to do it a little differently.
Additionally, it is still okay to tell employees that they must be available certain times with flexible scheduling. Let them know that there is a mandatory meeting every Monday at 3:00 p.m. This ensures that you keep in touch with them regularly allowing them to plan the rest of their day around that time.
This is a great benefit to offer remote workers; people often choose to work remotely in order to have more freedom over when and how they work. Trying to force people to sit in their homes at their desks for days at a time is not a benefit, and you can lose great candidates because of it.
Now, you might think that flexible scheduling makes you lose control over your employees; many companies think it is scary because of this. However, there are certainly many pros to keep in mind.
Of course, flexible scheduling is not a one-size-fits-all solution. There are some companies and jobs where it just won't work. However, if it's something your company has considered, you should give it some thought as it could lead to happier and more productive employees who enjoy the benefits your company offers.