FUTURISTIC FLEXI-TIMINGS

Flexi-timings & It’s Importance – In the last decade one of the most important engagement point which was discussed by everyone in the Corporate World was referring to ‘flexi-timings’. The sun was setting fast on 9 to 5 jobs & culture.

Employees were allowed a flexi-timing and were expected to complete stipulated work in the assigned eight hours, irrespective of in and out times. They were asked to be present only during the core period. Rest they could choose. Overall it was a big hit but successful completely in particular industries. Can you imagine what would have happened in a hospital if you could have doctors working from home?

Then came a phase when we experienced that employees could settle for salary but not for flexi-timings. It started becoming a huge plus, wherever possible. Why so?

For example, you can avoid simple stress by commuting before peak hours. This also was by design very important for mothers, single parents, and for the people with more than one priority.

Other side of the coin, is lack of supervision, time when your global clients work may be different from your choice, feeling disjointed with the core group of employees, additional utility, and the overhead costs.

I still believe it depends completely on the organisation, product/service, intent, and falls mostly because of the communication, and intent of its leadership teams….

Road-Ahead: Made to Order Employment Relationship – I have an instinct that this made to order relationship would be a differentiator going forward, especially in IT or ITES or Service Industry. I feel soon it would be a trend setter.

Organisations may look in future at allowing pets or babies to work, 4 days flexi weeks, paid time off, vacation time selection, etc.

Yes, and keeping in mind two very important issues in Indian Context, number one being, one of the youngest workforce in the World and second being the socio-economic upbringing, which directly transmits to the behaviour of this generation.

Time has come when they will soon demand for the type of work, how to work, and when to work. The faster we get prepared to listen to NO & for future, the better we are…

Ideally if implemented, in the right way it should increase engagement and results.

Yes, as an organisation you should be ready to take the 5% chronic defaulters with you.