The Office of Work/Life Resources encourages employees and their managers to agree to a trial period, often 90 days, during which they check in on how the arrangement is working. Frequent communication during the trial period can lead to mid course adjustments.
Research shows flex work to be most successful when employers manage productivity by setting goals and timetables and clearly stating deliverables (see Managing Flexible Schedules: What Successful Organizations Do). These management strategies are not specific to alternative work arrangements; they are considered best-practice for any supervisory relationship.
When measuring the success of a flexible work arrangement, supervisors and employees should consider the following:
- Has the employee continued to comply with all University rules, policies, practices and instructions?
- Has the quantity, quality and timeliness of work been maintained or enhanced?
- Has the work arrangement met the expectations laid out in the original proposal?
- Has the work arrangement affected, either positively or adversely, relations with the employee’s colleagues or service to customers?
- Has the work arrangement created or reduced a need for additional staff, or caused a unit’s employees to generate/limit overtime?