Finally, Flexible Working!

Staying at home with a sick child without having to take a vacation day. Going to medical appointments without worrying about arriving at the office late. Gardening while you can […]

Staying at home with a sick child without having to take a vacation day. Going to medical appointments without worrying about arriving at the office late. Gardening while you can in the nice weather outside. You don’t have to be a part-time employee to enjoy such benefits. A new flexible working time model is here: trust-based working.

In this flexible working model, the employee is personally responsible for the compliance of his working time. The employer simply provides the work that is to be done. The employee is offered a high level of confidence and trust in this model by their employer. This flexible working model is most commonly introduced in companies where employees often have appointments outside the office.

Advantages for the Employee

The trust-based working model has numerous benefits for the employee as well as the organization. The employee is free to divide their working time and leisure. Due to the confidence that the employer entrusts in an employee, without the needed for controlling their work, employee satisfaction is considerably higher. This in turn leads to higher productivity. There is however a risk that certain employees will abuse the trust.

Depending on the requirements of the organization, their will either be an allotted period of time where the employee must be present, or a time tracking system (e.g. TimeTac) in which that time can be recorded. The employee feels motivated due to the bestowed level of trust and the improved ability to balance work and family life. This flexible working model is a useful variant for parents that need to freely divide time and be flexible.

How do you integrate Trust-based Working in the Company?

Trust-based working offers the employer and the employee a high level of flexibility regarding working time. Every employee decides individually and independently how they will work, waving normal controls over monitoring working progress.

As trust-based working allows the employee to freely define their working style, there are no concrete working hours. However, it is necessary to define when overtime begins. In order to invoice the correct amount or to simply be paid the correct salary; overtime should be recorded, using web-based software such as time TimeTac for example.

Employees commonly work more under a trust-based working time model than a normal working regime. The employer therefore needs to be conscious of overload situations. The employer can also ask an employee to inform their superiors as soon as they realize a task will not be completed within the necessary time frame. If the employer begins to believe the trust is being abused, they can simply revoke the flexible working model from the employee, reverting to previous arrangements prior to trust-based working.

Trust-based Working with Time Tracking

By using time tracking systems with a flexible working time model, an employee and employer can easily see an overview of plus and minus hours that have been achieved. The employee logs themself in and out of the software, at home or in the office. The employer entrusts the employee to do this truthfully. The thought of control is always thought upon when discussing employee time and attendance. This is a practical and simple solution for employees to prove overtime worked and for employers to maintain an overview of their employee’s working hours.

The Bottom Line…

In the majority of cases, interest in such a flexible working model is often left to the employee to surface. Trust-based working provides an employee with a large degree of creative freedom with regards to routine and duration of working days. The employer however must ensure that pre-determined contractual agreements are sufficed.