Recipe for Work-Life Balance: Flexibility and Mobility

by Alexandrea Roman on December 12, 2013 and last updated on September 26, 2016

It’s not all about the money for today’s employees — work-life balance is just as in demand. According to a CareerBuilder survey released early this year, 59 percent of more than 3,900 full-time workers said that if they could only pick only one perk, they would choose a flexible schedule to give them more time to focus on their personal lives.

To give employees what they want, now is the best time to offer a flexible schedule as a workplace perk if you still haven’t yet. Remember, the biggest asset of any company is its people, so it’s crucial to keep them happy and contented; otherwise, they’ll experience job dissatisfaction. When they’re unhappy with what they’re doing, their effectiveness as employees will suffer.

But when your employees enjoy work-life balance, they become more productive and effective. Because they’re not burnt out or overworked, they’re likely to perform well. More importantly, they learn to develop a deeper appreciation for their jobs, which increases their sense of accountability and also motivates their desire to do better. See? It’s a win-win situation for your employees and your company. No one loses in this arrangement.

Aside from retaining existing employees, work-life balance also attracts more high-quality applicants and forms a larger pool of prospective candidates. This makes it easier to hire top talents for your company.

There are two options for flexible schedule which you can offer your employees: flex hours and flex locations. Under flex hours, there are more options such as:

  • Outcome-based schedules: Employees can work anytime they want for as long (or short) as they wish on the condition that they deliver the expected results on or before the deadline. This works best for projects and for tasks with deliverables.
  • Compressed work week: Employees work longer hours in a day so that they can work fewer days. For example, employees can choose to work ten hours a day in exchange for a four-hour work week, as opposed to working eight hours a day for a five-day work week.
  • Flexitime: Employees can start and leave at varied times, but they have to be at work during core hours, and they have to render a minimum number of hours in a day (or week, depending on the arrangement).
  • Compensatory time-off: Employees can work extra hours when needed, like in peak seasons. Once these hours have accumulated, employees can use them up as a paid leave later on.

The same goes for flex locations. Options include:

  • Telecommuting: Employees spend a part of their work week at home and the other part at the office. They have the freedom to work from home and just visit the office for meetings, presentations, etc.
  • Teleworking: Employees work from home on a full-time basis. They communicate with the main office via telecommunications.

Flex hours and flex locations can be combined in a flexible schedule for maximum versatility. That’s much easier to do now because of laptops, tablets, and smartphones. Thanks to technology, employees have the capability to be more mobile than ever before, allowing them to work in more places at convenient times.

But employees aren’t the only ones who can enjoy more flexibility. Even the busiest directors on your corporate board can have the opportunity to be more mobile with the help of a board portal like Convene. This board meeting solution allows directors to attend remote board meetings using their iPads or Android devices. It also lets them collaborate with their fellow directors on various meeting documents wherever they are and whenever they want.

Work-life balance is no longer just an option. In many ways, it’s a necessary aspect of workplace wellness. After all, healthy and happy employees are not just sound in body, but also in mind and spirit.

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About Alexandrea Roman

Alexandrea is a social media specialist and blogger for Convene.

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