- 1). Use company policies to determine what having a flexible work schedule means within your organization. For example, some companies allow employees to engage in job sharing while others provide opportunities for telecommuting or part-time hours as needed.
- 2). Factor in company needs and staffing guidelines. This is essential to ensure that work isn't neglected. Failing to do so can lead to nightmare scenarios, such as having no receptionist support during heavy call times. Understand that your business needs aren't static as it may be necessary to renegotiate schedule terms or to hire additional staff to meet your needs.
- 3). Discuss company expectations with the receptionist. Engage in clear dialog to eliminate confusion and to establish a constructive relationship. Detail appropriate procedures for actions such as requesting flextime or reporting activities while telecommuting. Encourage her to ask questions and to express concerns about the current arrangement. This allows you both to understand each other's needs. Asking the employee to sign an official agreement can eliminate excuses of being uninformed of expectations.
- 4). Enforce performance standards. Realize that while the work schedule may be flexible, the job duties of a receptionist aren't. Avoid showing leniency as doing so could lead to decreased productivity. It can also fuel accusations of favoritism from other employees. Conduct regular performance reviews to ensure that your receptionist's flexible schedule doesn't compromise the work quality or quantity.
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