Posted in: In this week's e-newsletter, Latest News and Views, Performance
You’ve likely heard your fair share (or even more) of employees wishing they could leave at lunchtime on Fridays — or even take the day off to make for that ideal 3-day summer weekend.
Leaving early on Fridays during the summer is an annual tradition in many businesses.
A recent survey showed that 28% of employees wished they could cut out early on Friday; 41% of workers say a flexible schedule is their favorite summertime benefit.
As an HR manager, you don’t want to shoot people down just for asking. There are plenty of people who deserve special consideration.
You can offer these employees sound advice: One of the best ways to earn the time off you want is to make yourself an indispensable employee — one that supervisors wouldn’t want to lose in the long run.
Remind people that if they want to play under the sun, they better be sure to put on their best face year-round.
What should you tell supervisors to look for when deciding who gets to go and who has to stay?
Their ideal candidate should show he or she is:
- caught up — even ahead — on work
- known for handling pop-up emergencies quickly and effectively.
These people should be encouraged to come up with a game plan that shows the bases are covered, even in their absence.
Supervisors can suggest they map out how their work will be done by mid-shift and what contingencies (back-up plans) are in place in case of unexpected demands.
As an HR manager, you want to make sure giving people time off on Fridays doesn’t cause any serious morale problems. Encourage supervisors to put together a plan that shares the wealth — for example, one that sets up a rotation or opportunities for other employees to knock off early on Fridays.
Finally, it doesn’t hurt to remind supervisors that flexible work schedules have been known to boost retention, keep people more focused on tasks, and even increase productivity.