Summers is considered as the season of excitement, chasing targets and bringing a performance boom for competitive business organizations. However, the elation and delirium associated with summers isn’t only attributed to workplaces or performance. It equally affects the motivation of the employees, on a more personal level. After all, who would want to work when they could plan for an exotic summer holiday, or go picnic by the beach side.
The concept of summer hours was probably coined to cope with this conflict of interest between employees and the organizations.
Summer hours denote the workplace flexibility where employees can timeout earlier than the usual work hours if they have finished the day’s work. The leniency is offered generally on the last working day of the week (usually on Fridays), allowing the employees to leave a couple of hours earlier than usual and spend time with their family, hang out or get done with their pending chores.
Benefits of Summer Hours
As per a study conducted by Opinion Research Corporation, 65% of the organizations offering summer schedules to their workforce reported an increase in their regular productivity.
In another survey conducted by the Society for Human Resource Foundation, it was reported that 55% of the employees attribute flexible and convenient schedules as the prime catalyst accelerating their motivation and job satisfaction.
This makes an encouraging indication that if employees are offered flexibility in routine and the organizations allows them to leave as soon as they get done with their work on weekends, it will actually trigger the employees’ motivation. They will take it as a good opportunity rather than considering it as a stress or burden.
However, the opponents of the idea negate the efficacy of summer hours, and claim that the employees might compromise the quality of work in the quest of getting it finished within a limited number of hours.
So, considering all influential aspects, it can be inferred that the efficacy of offering summer hours and reaping your productivity goals out of it depend a great deal on the way the organization manages the summer hour program.
Offering Summer Hours Flexibility to your Workforce
If you are aiming to offer a summer hours program within your organization, it should be based on thorough planning and research. Here are some key factors to consider while devising a summer hours flexibility program for your workforce.
- Specify the time duration for the program.
- Identify the skimming threshold for summer hours.
- Define the goals and objects for the program.
- Devise measures to track and control the productivity and efficiency of your employees, and make a regular assessment of the quality of work. Performance tracking task can be automated through a workforce management system.
- Train your employees on the standard procedures and guidelines related to the program.
- Evaluate performance outcomes as well as the overall business performance.
- Maintain an accurate record of time, attendance and the number of work hours for each employee.
- Personalize your summer hours program and tailor it to the specific needs of your business organization as well as your employees.