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With summer underway, employees have more scheduling challenges than usual. Vacations, summertime child care concerns, and the desire to take advantage of nice weather with an afternoon (or day) off all contribute to employees missing more work in the summer months.<\/p>\n
How you handle\u00a0employee summer schedules\u00a0will of course be heavily dependent on the nature of your business, but consider making allowances when you can. Working with employees to create a schedule that will allow the necessary work to get done, while recognizing that they have obligations and interests outside of work, will help employees feel valued as individuals. This makes for a happier, healthier, and more productive workforce overall. Below are a few offerings you might consider.<\/p>\n
Flexible Scheduling<\/b> Telecommuting<\/b> Reduced Hours<\/b> Employer-Initiated Perks<\/b>
\nMany jobs don\u2019t allow for flexible work schedules<\/a>, but if you\u2019re able to let your employees modify their schedules ahead of time \u2013 or even last minute (when necessary for them and possible for you) \u2013 you\u2019ll generally receive some benefit in return, like increased loyalty and willingness to go the extra step next time it\u2019s needed. With proper planning and execution, employees will still be able to get their work done, and with time set aside in advance for their outside activities and responsibilities, they\u2019ll be able to better focus on the tasks at hand when they do sit down to work.<\/p>\n
\nIf the proper tools are available, telecommuting may enable an employee to get the day\u2019s work done while out of the office. This may be especially helpful when an employee has a child who needs the presence of an adult, but not their full attention, or when they\u2019re riding along as a passenger on a long road trip. If employees are able to get their work done remotely, they won\u2019t have to take paid time off and you won\u2019t have to suffer the loss of productivity.<\/p>\n
\nSometimes creative scheduling and telecommuting just won\u2019t work for the employee or the employer. In this case, you might look at reduced hours for a period of time, or even a personal leave of absence. This is obviously more of a burden to employers than the other options, but if it\u2019s what is necessary to keep an invaluable employee around long-term, it may be worth considering.<\/p>\n
\nEmployers may also want to think about temporary changes to certain workplace policies or practices that would make sense for the summer months. For example, some employers have less business in the summer and choose to close the office early on Fridays during those months. Others will offer an extra day off around certain holidays, such as July 4th or Labor Day. By proactively giving employees a little extra time off, you can choose days and times that are more convenient for the company and ideally minimize employee requests for days off here and there.<\/p>\n