Job Flexibility Can Allow You To Retain Your Best Staff Members

According to a recent survey, nearly 90 percent of employees will prioritize flexibility in hours and location when looking for a new job, and 76 percent of those would take a pay cut to get it.

However, the survey, which was conducted by Citrix, found that although employees want more flexibility, human resource personnel are less likely to see it happening.

For example, 78 percent of employees think that new hubs in suburban or rural areas will make organizations more decentralized in the next year. However, only 67 percent of directors believe that will be the case.

Eighty-three percent of employee respondents believe employers will adopt flexible work models to attract applicants. However, only 66 percent of HR directors see employers becoming increasingly more flexible.

The survey found that 70 percent of employees believe that employees are more productive without constant managerial supervision. On the other hand, only 51 percent of directors say the same.

Finally, 86 percent of employees want to work somewhere that prioritizes outcomes over output, but only 69 percent of directors said that their organization measures performance this way.

Citrix surveyed 2,000 knowledge workers and 500 Human Resources directors in large and midsize organizations in the U.S. for its report.

According to the executive vice president of strategy at Citrix, the pandemic has changed employees' attitudes toward work and employers who want to attract and retain the best workers must understand that.

"Companies that leverage technology to enable remote work can not only attract hard-to-find talent, but increase employee engagement and boost their productivity. And this research proves it," the vice president said in the statement. Danielle Andrus "Employees seek flexibility in work situations" (Dec. 31, 2020).

Commentary and Checklist

Employees, including household staff and other family employees, are seeking more balance between their jobs and their personal lives. Job flexibility provides more balance and can help retain some of your best staff members.

Family employers may not be able to offer remote work options for household staff because being on-site is an essential job function for most staff members, but they may be able to offer them more flexibility in their work hours. For example, allow staff to choose what eight hours they want to work within an 11-hour window, so that staff can decide if they want to come in later but work later; come in earlier so they can leave earlier; or take a long lunch break in the middle of the day.

For professional staff, like those who address financial matters, you may allow them to work certain days at their home.

Regardless of how your work locations and hours are structured, have all staff sign in and out every time they work so you make sure to pay them for all hours worked. Remember, pay cannot be based on hours scheduled, but must account for actual hours worked.

Here are some tips family employers should consider to help prevent a wage and hour violation:

  • Pay staff for all hours that they are working or required to be at the workplace, including meetings or times they work through lunch. Bear in mind some states require staff to take a lunch break;

  • Encourage staff to talk with a manager if they feel they were not fairly compensated for hours worked;

  • Immediately address any wage and hour grievances raised by staff;

  • Keep thorough records of hours worked and wages earned by staff and regularly evaluate staff pay to make sure it meets federal, state, and local regulations;

  • Pay staff promptly and regularly;

  • Monitor your state's minimum wage laws, as well as the federal minimum wage; and

  • Always pay all staff minimum wage, as well as overtime if they are non-exempt.

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