Need Suggestions....

I have worked for small, medium, and large business throughout my careers. I have been on both sides of the coin (management and peon)...

You have a very small office where people get to know eachother. Since actually early and late will cover those ends when days go long or start early, you can have the best of both worlds... With even ten people it is far more difficult to manage on an individual basis and by the time you have twenty you simply can't realistically do it anymore.

In general, happy employees are better workers, until and unless they begin to take advantage of the system. If they were not good workers, in a group that small, you wouldn't retain them in the first place so I would suggest allowing it while you have the ability to be hands on and simply make sure you check up on them once in awhile to keep them honest in a way that presents your actual cariung about them in addition to your keeping an eye on the payroll.

Teamwork, properly managed, is more efficient than individual superstars. Improperly managed it is a nightmare.

 

<div class='quotetop'>QUOTE(Stev0 @ Dec 5 2006, 02:17 PM) [snapback]357993[/snapback]</div>

I was in that situation, I was the only one (aside from my boss), who had atypical hours, thing is, we were the most "expert" group who brought in the most revenue... h34r: Then again, the other side of the coin is we were there when no one else was (think Friday nights at 6 pm while everyone was long gone), so no one really complained. Plus, the other folks had better things to do than resort to being "petty" about the issue... As someone else mentioned, office chemistry is a factor too...

 

I think that if all of your employees are doing a bang up job, earning their keep and working efficiently; allow for flex time. You'll be building loyalty and promoting a pleasant working environment which will promote productivity.

I would at least caution that you should probably set some boundaries up front. Because you are allowing for flexibility, they may perceive that all of a sudden it matters not if they start arriving to work late as long as they make it up and work later, etc.

I also like the idea of qualifying their new times as a trial basis. This gives you an out if things don't go well and it will probably also prompt them to ensure that they work harder to make the transition peaceful.

 

You've had lots of good replies here but I'll add my $.02 as well. The last two places I've worked have offered what I call "scheduled flextime." That is, the hours didn't have to be 8-5 but we did have to pick a schedule and stick with it. It sounds like you are headed in that direction, which is good. Just be sure, however, that your employees understand that those are their schedules and, for instance, the 8-5 person doesn't think that it is okay to be a little late and work 8:15-5:15 on a regular basis because s/he normally "comes in early." Once in a while isn't a big deal, of course.

 

One more point to consider, especially if you're in an urban area, is that flex time "diffuses" rush hour over a wider span of time. Your early & late employees may enjoy somewhat more relaxed and speedier commutes as a result, and, infinitesimally, ease the commutes of everyone else by not adding their congestion to the main body of traffic congestion. While one small company going flex can't make much difference, if the trend spreads and becomes more accepted as "normal," the entire community benefits by everyone's commute being eased a bit.

Mark Baird
Alameda CA

 

<div class='quotetop'>QUOTE(airportkid @ Dec 5 2006, 07:25 PM) [snapback]358245[/snapback]</div>

excellent point Mark!! and one in keeping with the theme of this forum