Remote work is adjacent to flexible hours—if you’re working from home, it’s easier to dash out for 20 minutes to pick up the kids—but it’s not the same thing as an actual flextime arrangement. As associations work to incorporate more flexible working practices, they may need to develop a more formal flextime arrangement with policies that meet their employees’ needs.
As with remote work, leaders will need to be clear with employees about what those policies are and communicate frequently.
“With flextime, you probably aren’t able to manage people as closely because workers are coming and going. It’s a similar situation to remote work,” said Jon Osborne, vice president of strategic research at Staffing Industry Analysts. “Workers should understand the big picture of what they’re expected to do, and they should know what success looks like.”
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