Flextime Can Raise The Bar On Workplace Tensions

Flextime Can Raise the Bar on Workplace Tensions by Randi Bussin | Oct 30, 2012 | Other | 0 feedback This has been an age-old controversy within the workplace, going again to the day when dozens of employees would sit at small desks shut to each other doing the identical work: Why am I doing extra work than that co-worker? And, when is my boss going to do something about it? Fast ahead to the present-day office. This controversy now involves flextime, and employees who have kids and staff who don’t have children. A recent article in The New York Times, /2012/09/02/enterprise/straightening-out-the-work-life-balance.html?_r=1&adxnnl=1&pagewanted=all&adxnnlx= S7C/y7XhqjSaAJKdzIicg, discusses this trend, and how tensions are building in the office over the amount of work one worker is doing compared to another. Research indicates that appropriately monitored flextime is useful to staff and the workplace, together with larger contributions from and healthier life for workers who flex. Y et, many workers who don’t flex or who don’t have children are resentful of this policy, and imagine that they need to work tougher and longer as a result of different co-staff are flexing. I learn a recent article, /2012/10/02/opinion/bassuk-workplace-kids/index.html?hpt=li_c2, by an government coach, adviser, and confidante to senior executives who believes the real downside is an absence of communication. Workers without youngsters, she wrote, think they've to pick up work from co-workers who've kids as a result of they are frequently targeted on their children and unavailable. Yet, workers with youngsters imagine they are called on extra at night and on weekends as a result of workers without kids are busy dating, socializing, and unavailable to answer calls during off hours. The answer to alleviate these workplace tensions is education and understanding. Flextime can be a boon to those with and without youngsters. Handled correctly, flextime can permit all employees to bett er use their time productively, whether or not it's in working from home, or working longer hours in shorter weeks. And, actual time spent in the workplace doesn’t quantify productiveness. A worker on flextime may be better at time and responsibility administration than someone who punches the clock daily at 8 a.m. and once more at 5 p.m. So, if you’re a supervisor in an workplace with flextime rigidity, your job is to teach all of your employees about this needless controversy, and then inform them to get back to work. Email Address * First Name * Example: Yes, I would like to receive emails from Aspire for Success. (You can unsubscribe anytime)