Needlestack Jobs

Many businesses are reaping the benefits of flexible work schedules for purposes of employee retainment. Small businesses are beginning to realize that by offering flexible work options, they can decrease turnover of employees with special skill sets. Replacing employees with experience specific to their industry or their company can be difficult, not to mention extremely costly. While offering flexible work schedules to retain employees is a step in the right direction, many small businesses are far from offering flexible work options as a recruiting tool.

True, when Jane has done an excellent job working for ABC Company for the past 10 years, and now is faced with a significant life change (birth of baby, aging parent, divorce, pursuing higher education) her employer is more likely now than ever to offer her a flextime work option for purposes of retainment. (Flextime being anything full or part time that is not a typical Monday through Friday, 8 to 5 schedule.)

However, most small businesses are not yet to the point of considering the benefits of offering a flextime position for purposes of recruitment. Molly is a highly skilled employee with an exceptional resume. Year after year she has excelled in her position with her previous employer. Now that she is seeking a new job and desires a flextime schedule, she hears the same thing interview after interview: “We work with our employees who have been here awhile and have earned it, but not with new employees just coming in. After you’ve been here awhile, we can consider a flextime work schedule.” Sounds reasonable, but Molly’s current situation requires a flextime position now, not later. Not to mention that the promise of consideration doesn’t mean a flextime work arrangement will actually come to fruition.

Consider that during an interview with XYZ Company, Molly offers to work 28 hours a week. Many employers only offer benefits to full time employees. When you consider that (according to U.S. Bureau of Labor Statistics) benefits are 25-30% of the total compensation an employer pays out for each employee, XYZ Company can realize a significant savings on the cost of benefits by considering Molly’s offer of a part time position. In addition, the employer will recognize savings of a payroll reduction from 40 hours a week to 28 hours a week. With the average 40 hour a week employee producing approximately 32 hours of work per week, the employer may find 28 highly productive hours per week to be sufficient, especially if they hire an individual who is driven to be productive.

Employees are more likely to be engaged, productive, have high morale and low turnover when they are working to maintain a position that provides them with their ideal work/life balance. And small businesses win when they can save on the costs of payroll and benefits while at the same time, hiring exceptional talent.