Inflexible work hours: How lack of flexibility affects wellbeing

Inflexible work hours can significantly impact employee wellbeing and, consequently, organisational performance. The rigidity of fixed schedules often creates a sense of work-life conflict, increasing stress and reducing job satisfaction.

This can lead to decreased productivity, increased absenteeism, and talent retention challenges. Moreover, inflexible arrangements fail to acknowledge individual needs and preferences, potentially stifling creativity and innovation.

A 2022 study in the International Journal of Environmental Research and Public Health linked inflexible work arrangements to reduced job satisfaction, highlighting the need for businesses to adopt more flexible approaches.

Also Read: The challenges of flexible work and how to tackle them

The impact of rigid work schedules

Inflexible work hours can have a range of immediate, tangible effects on employees. These can manifest in both individual well-being and workplace dynamics. Some of the most common immediate impacts include:

Increased stress and anxiety. The inability to adapt work hours to personal needs can create constant pressure and worry, leading to elevated stress and anxiety levels.

Reduced job satisfaction. Feeling trapped in a rigid schedule can lead to resentment and a decline in overall job satisfaction.

Difficulty managing personal appointments. Rigid schedules make it challenging to schedule appointments, leading to missed healthcare, difficulties with childcare, and conflicts with other personal commitments.

Impaired work-life balance. Employees may struggle to balance their work responsibilities with their personal lives, leading to feelings of being overwhelmed and constantly "on."

Decreased morale and engagement. A lack of autonomy and control over one's schedule can demotivate employees and lead to disengagement from their work.

Strained workplace relationships. The stress caused by inflexible hours can spill over into workplace interactions, creating tension and conflict among colleagues.

A win-win approach to flexible schedules

While flexible work certainly helps employee retention, managers need to approach it with balance. Not all flexible work models are applicable to every job position, requiring leaders to be more strategic in implementing this. Here are some actionable steps to build your win-win strategy to flexible work:

1. Assess the current situation

Survey employees. Understand their needs and preferences regarding work hours. What challenges do they face with the current system? What are their suggestions for improvement?

Analyse existing policies. Identify any outdated rules or practices that contribute to inflexibility.

Evaluate job roles. Determine which roles truly require fixed hours (e.g., customer service with set operating hours) and which have more flexibility potential.

2. Define flexible work options

Explore different models. Consider options like flextime (core hours with flexible start and end times), compressed workweeks (e.g., four 10-hour days), remote work, or hybrid models.

Tailor options to different roles. Recognise that not all roles can have the same level of flexibility.

3. Develop a clear policy

Outline eligibility criteria. Who can access flexible work options and under what conditions?

Establish clear guidelines. Define expectations for communication, availability, and performance measurement.

Ensure legal compliance. Address any legal considerations related to working hours, overtime, and breaks.

4. Provide training and resources

Train managers. Equip them to effectively manage flexible teams, focusing on outcomes rather than presenteeism.

Support employees. Offer resources and training on time management, communication, and technology tools for remote work.

5. Communicate effectively

Hold transparent communication. Clearly explain the new policy, its benefits, and how it will be implemented.

Address concerns. Actively listen to employee feedback and address any anxieties about the transition.

6. Gradual implementation

Pilot a programme. Start with a small group or department to test the new approach and identify any potential issues.

Gather feedback. Continuously monitor the pilot programme and make adjustments as needed.

Roll out in phases. Gradually expand the programme to other teams or departments.

7. Ongoing evaluation and improvement

Hold regular reviews. Assess the impact of flexible work arrangements on employee well-being, productivity, and organisational goals.

Feedback mechanisms. Provide channels for employees to share their experiences and suggestions for improvement.

Adapt continuously. Remain flexible and adapt the policy as needed to meet evolving needs and circumstances.

Also Read: Demystifying flexible work arrangements

The future of work is flexible

The evidence overwhelmingly supports the notion that flexible work arrangements are no longer a perk, but an expectation for today's workforce.

FlexJobs’ 2023 Annual Super Survey revealed that work flexibility is a top priority for job seekers, second only to work-life balance. This underscores the need for organisations to adapt and embrace flexible work models to attract and retain top talent.

But the benefits extend far beyond recruitment and retention. By offering employees autonomy over their schedules, businesses can foster a more engaged, productive, and satisfied workforce. This translates to:

Increased innovation. When employees have the freedom to work when and where they are most productive, they are more likely to generate creative ideas and solutions.

Improved collaboration. Flexible work arrangements can facilitate collaboration across time zones and geographical locations, expanding access to talent and fostering diverse perspectives.

Reduced overhead costs. Companies can potentially reduce costs associated with office space and utilities by embracing remote work options.

Ultimately, embracing flexibility is not just about accommodating employee preferences; it's about creating a more dynamic and successful organisation. In an increasingly competitive landscape, businesses that prioritise flexibility are better positioned to thrive and adapt to the evolving needs of the modern workforce.