Employer of Choice E2: Flexibility
- Host and Guests: Tom Parks, Director of Retirement Plan Services, is joined by Lori Malett and Eric Becher from Hatch Staffing to discuss workplace flexibility.
- The conversation moves from compensation (previous episode) to flexibility as a key factor in becoming an employer of choice.
- Varied Flexibility Needs: Different job types (e.g., office vs. manufacturing) require tailored flexibility approaches since some roles can’t easily step away from tasks.
- Post-Pandemic Changes: Lori highlights how flexibility has evolved since the pandemic, forcing employers to adapt work schedules.
- Manufacturing Flexibility Examples:
- Four-day work weeks, compressed schedules, or 7-days-on/7-days-off models to give employees more family time.
- Involves production planning teams to ensure fairness between office and floor staff.
- Balancing Flexibility Within a Company:
- Flexibility varies by role (office vs. production floor), which can create tension if not structured carefully.
- Eric emphasizes tying flexibility to results and metrics to avoid issues—design programs where employees meet goals to earn flexibility.
- Avoiding Entitlement:
- At Hatch Staffing (May 2022), flexibility was introduced with clear communication and expectations to prevent it from becoming an entitlement.
- Employers must work backward from required results to build flexibility that fits each role.
- Adjusting Post-Pandemic Oversights:
- Some employers overshot flexibility offerings and now need to adjust.
- Suggestions: consistent communication (not one-time), transparency in performance metrics, written flexible program guidelines, and quarterly team reviews to refine the approach.
- Personal Accommodations:
- Flexibility includes accommodating personal needs (e.g., dentist appointments, kids’ games) with a give-and-take approach—employees finish work later if needed.
- Moves away from rigid 8-to-6 schedules toward integrating work and life.
- Team Collaboration:
- In roles requiring presence (e.g., front desk, machine operation), teams must coordinate coverage.
- Manufacturing offers more schedule options (e.g., shift preferences) rather than spontaneous coverage.
- Flexibility as Non-Negotiable: Regardless of industry, flexibility is essential to being an employer of choice—it’s about how it’s implemented.
- Key Takeaways for Employers:
- Avoid traditionalist thinking; involve teams to brainstorm flexible options while prioritizing company goals.
- Have a clear, adaptable plan for flexibility tied to performance.
- Communicate consistently, repeating expectations to reinforce the approach.
- Tom’s Reflection: He values results over rigid schedules but realizes he may need to reinforce his flexibility mantra with his team regularly.
- Closing: The discussion emphasizes flexibility as a critical, adaptable perk to attract and retain talent, balanced with clear communication and results.
Disclaimer: The podcast is for educational/entertainment purposes, provided by Annex Wealth Management LLC, and not intended as specific tax, legal, or investment advice.