A quarter century ago, the idea of a worker deviating from the traditional 9-5 schedule seemed outrageous. Bosses wanted to know where their employees were at all times, and, other than sales staff and a few others who had to hit the road for work, out of the office meant out of the loop.
No longer. Computers and the Internet have created new ways to work--and think about work. Flextime, as the name implies, allows employers and employees to carve out nontraditional work arrangements. For many older workers, including those juggling childcare, eldercare, or other needs (including a simple desire to work flexible hours), flex-time may be the ticket to greater satisfaction and work-life balance.
An employer might stipulate that an employee be present in the office from 10 a.m. until 2 p.m., for example, leaving the remainder of the day available for a mix of work or personal pursuits. Another person might arrive at 6 a.m. and head out at noon, or from 11 a.m. until 5 p.m. Essentially, the employee agrees to be in the office for a certain number of hours each week, and handle the rest of the work at home or even in a coffee shop. The flex-time employee simply guarantees that the work will get done.
Fortunately, a growing number of employers recognize the value of a less rigid schedule and happier workers. According to the Boston College Center on Aging and Work, only 7.6 percent of employers do not offer any flex-time option. Marcie Pitt-Catsouphes, co-director of the Center on Aging and Work, believes that demographics and technology will unleash far greater opportunities for flex-time in the months and years ahead. In fact, companies that eschew flextime "may be missing important opportunities to enhance both their business performance and their employees engagement," she states.
For specific tips about how to sell an employer on a flex-work format, check out page 192 of my book, "AARP Crash Course in Finding the Work You Love."
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