Making flextime work is really a matter of perspective.
On one side, the employee wants flexibility to do things outside work. On the other side, the employer is all about getting the work done.
So now, you want us to tell you something you didn't know, right? Well, here are three ways to make flextime work better.
If you really want to hear people, you have to see things from their perspective. It's an old saying I just made up, but Forbes contributor Lelia Gowland says so, too.
Employees too often expect their employer to understand their position when what they really need is to understand the employer's situation. It's certainly true when negotiating a flexible work schedule.
"By evaluating your goals and considering your employer's needs, you can propose a schedule that is mutually beneficial," Gowland said.
Likewise, employers should consider their workers' needs -- even though everybody knows that's not the main reason companies offer flextime. If it isn't a profitable proposition, it's not a for-profit business.
Companies value loyalty, however, especially when they factor in the cost of the revolving door -- work disruption, retraining time, employment taxes, etc.
Flextime can help employers keep valued workers who may need to cut back hours. That almost always means a better bottom line when pay day comes.
Once both sides are on the same page, there are nearly endless possibilities for flextime. For example:
And there the side benefits of open office space -- maybe. It depends on your perspective.