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The old gag has the HR Head addressing new recruits in their induction: ” We follow flexitime here. Make yourself comfortable. Feel free to come in as early as you can and stay as late as you can”. Jokes aside, many organisations in India are becoming more alive to tweak their systems to enable employees some amount of choice in getting to and away from the workplace. A recent article by Madhavi Rajyadaksha in the Economic Times mentions how, amongst others, Godrej and Hindustan Unilever have adopted such practices at Mumbai.

The essence of flexihours is a process which results in a win-win for both the organisation as well as for the employee. Several organisations have tried to beat the system by moving back their start times. This would, they argued, help employees avoid traffic jams and the usual morning rush hours. Changing the timings en masse does not seem to be the solution because in due course of time others organisatios in the area follow suit and soon you are back to square one. Individual needs vary and designing flexihours takes this important aspect into consideration. What works for you may not necessarily work for the other guy.

As far as the benefits are concerned, the organisation gains by having more commitment and energy from the workforce. Employees, in turn, gain by getting a better work life balance. They get to spend more time with family or in meeting other obligations which otherwise they have no hope in hell of meeting. It could be attending an evening course, a PTA meeting, a sports day at the school or simply standing in a queue at the Passport Office.

Flexihours is an interesting concept well worth practicing.

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This is Post No: 282 of the “A Step A Day” series : To provide perspective and provoke thought to facilitate self-development across a wide spectrum of issues- big and small- crucial for executive success.


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