A business is only as good as its employees, which is why more and more organizations are offering flexible workforce policies to attract and retain the best workers. Among other things, flexible workforce policies help employees adjust their work schedules to the needs and circumstances of their personal lives, so they can have a healthier work-life balance. The idea is that happier employees are more committed and productive employees, and that leads to better customer service.
We endorse the win-win idea behind workforce flexibility in our new white paper, Flexibility at Work: Human Resource Strategies to Help the Postal Service. We believe the U.S. Postal Service could do better at recruiting and retaining high-quality employees if it started offering flexible workforce policies. As it is, there’s relatively little flexibility in postal work schedules, making it very hard to accommodate an emergency or even a pressing situation facing a worker – for instance, kids that need to be picked up at a certain time every day or elderly parents that need to be driven to a regular medical appointment each week.
Properly implemented policies offering things like job-sharing, compressed work weeks, shift-trades, and self-scheduling are proving effective in other industries, as numerous businesses are finding they have a stronger labor force as a result of the flexibility. We don’t say which specific policies the Postal Service should implement. Rather, we present four high-level principles to consider when developing flexible workforce policies: create a partnership for flexibility between labor and management; evaluate a portfolio of initiatives; develop more detailed information on the expected or anticipated daily workload; and seek continuous feedback from employees.
What do you think? Are flexible workforce policies a good thing for any business? Are the suggested flexibilities realistic in a service-based business like the Postal Service? What flexibility policies would you like to see in your workplace?