How will these changes to scheduling potentially impact employee engagement and

productivity?

Employees can benefit from having flexible work schedules in a variety of ways. The
convenience of being able to balance work, home effortlessly, and personal duties is one that
many employees mention first. Employees get a greater sense of individual control over their
work environment and schedule. The question of power is one of the reasons people want to
work for themselves. You may encourage the entrepreneurial spirit in your staff by letting
them choose their timetable and working environment.

Additionally, built-in flexibility lessens overload-related employee burnout. Because

of flexibility, workers can take a break whenever they need to without drawing management's
attention. Employees being able to work when they accomplish the most, feel the most
refreshed, and like the work may increase the flow of projects and work.

Employers gain from flexible work arrangements as well. Employee morale,

engagement, and loyalty to the company increase when some control over work schedules is
given up. The option also lowers employee turnover, absenteeism, and tardiness by enabling
employees to schedule their work hours around personal and family commitments.

According to the Wall Street Journal (July 29, 1986:1), the estimated cost of
absenteeism is astounding: "According to the Research Institute of America, a clerical
employee's one-day absence can result in up to $100 in lost productivity and increased
supervisory workload. The productivity cost of absenteeism to the American economy is
estimated to be nearly $40 billion annually." Employee absenteeism should decrease as the
amount of discretionary time from flexible scheduling grows.

Flexible schedule has reportedly been linked to decreased absenteeism, according to

some(Ronan and Primps, 1980; Welch and Gordon, 1980; Nollen, 1982; Harrick, Vanek, and
Michlitsch, 1986). According to a banking industry survey, flexible work schedules reduce
employee absenteeism.

G. Brint Ryan, CEO of Ryan LLC, a tax service company with about 800 employees
based in Dallas, emphasized that flexibility helps their company to boost productivity and
retention. Their client satisfaction levels are at an all-time high, and turnover has dramatically
decreased from around 23 percent to 13 percent. Their brand value has grown and become a
lot more competitive and focused.

Employers who have changed work schedules to accommodate staff members' needs
claim that both the company and the employees have benefited greatly.

Turnover: Canada was rated as the fourth-highest turnover nation in the world in
2018, according to research conducted by LinkedIn. It has an average of 16%, which is
significantly higher than the global average of 12.8%. According to a study, the cost of losing
an employee varies depending on their position. The cost of replacing an entry-level
employee ranges from 30% to 50% of their annual wage. The cost of hiring a replacement for
a mid-level employee is at least 150% of their yearly compensation. A replacement for a
high-level or highly specialized employee would cost roughly 400% of their annual income.
 Productivity Loss :

Work-life balance problems are significantly less stressful for employees who have
flexible schedules. Flexible scheduling eases the stress that results from conflicts between
work and school commitments for employees with children. One-third of the workforce is
projected to be stressed, with related productivity losses ranging from $466 to $1,984 per
employee per year (Custom-Fit Workplace Initiative, 2011). If the predicted values were
applied to Thompson's 800 employees, the annual cost reductions ranged from $372,800 to
$1,587,200. The organization would still achieve yearly cost savings of at least $125,000
even if one-third of the workforce experienced this issue by rectifying using flexible
schedules.

Medical expenses :

Thompson could also save money on medical expenses. Workers with lower stress
levels are found to spend about 50% less on health care than those with high-stress levels
(Custom-Fit Workplace Initiative, 2011).

Return on Investment: Research demonstrates that firms can benefit significantly from
flexible scheduling strategies in addition to saving money. A study of 550 workers from 100
firms shows that employee satisfaction and business success are directly correlated.
According to one study, companies with highly devoted workers had a 112 percent return on
equity over three years. According to research, firms that view their people as strategic assets
rather than costs to be minimized have the most significant improvement in market
performance.