Here's one way summer Fridays actually aren't that great for employees
More than half of North American employers will allow employees to skip out early or take the whole day off on Fridays this summer, according to a poll by the research and advisory company Gartner Inc. IT, +2.12%
Bischoff thinks workplaces with Summer Fridays don’t necessarily see a loss of productivity, because employees tend to rearrange their work habits to ensure they get their work done before Friday. Summer Fridays can create legal-compliance issues for employers There are, of course, some caveats to Summer Fridays. The fringe benefit may be contingent on individual employees’ performance — is the work still getting done? — as well as the nature of the business or industry, Bischoff said. If Fridays are a busy day for the hair salon that you manage, for instance, it might not make sense to give everyone the day off.
“You’re still working the same amount of hours; you’re just shifting your time to get off on a Friday — and your organization is making you feel like they’re doing you a favor,” Ruettimann told MarketWatch. “This is just another way for companies to pretend like they’re offering you a benefit, but it’s really not a benefit if it’s just the same amount of work distributed differently.”
Employees could work individually with their managers to understand what work needs to get done, when it needs to be done by and where the employee will be during that time, she said, while ensuring that their arrangement won’t pose an impediment to the business. In return, workers receive more autonomy and flexibility around how they get work done.
“Summer Fridays are not customized and personalized. They’re just a blanket system that you either participate in or you don’t,” Ruettimann said. “It’s not about big programs and policies; it’s about two-way communication between a manager and a member on his or her team. And that takes time — a lot of organizations are impatient.”
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