After much discussion and debate over the past six months, I’m pleased to announce that we are moving ahead and implementing several options for flexible work schedules.  I asked HR to send out this special issue of the Leadership Connection because I want to emphasize that you, the Laboratory’s supervisors, are the key to the success or failure in the implementation of these flexible work schedules.  I am counting on you to help make this work for the benefit of our employees and the Laboratory.

 

There are diverse opinions about the pros and cons of flexible work schedules, and legitimate concerns about their impacts on supervisors and operations. But after thorough research, consideration, and planning, we’ve determined that the benefits to staff and the Laboratory far outweigh any negative aspects.  Organizations that we surveyed and used as models for our program report benefits that include increased morale and job satisfaction, improved productivity, and reduced employee turnover and recruitment costs.
Text Box: March 2008 Text Box: Director’s Message Text Box: Special points of interest to discuss with your staff from this issue: Flexible Workplace Options Benefits of Flexible Workplace Ideas for how Flexibility may be useful Text Box: Leadership Connection Text Box: Brookhaven national laboratory

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Laboratory Director Sam Aronson
Special Flexible Workplace Issue

Flextime is a tool that we are adopting so we may remain competitive in our efforts to attract and retain talented employees. A flexible workplace is a broadly sought benefit. Flexible schedules can also be used to help staff accomplish work more efficiently while simultaneously addressing their personal needs. They can help employees manage a wide range of external responsibilities such as attending college, raising children, caring for elderly parents, volunteering in the community, or pursuing personal interests.  And it can benefit our operations by capitalizing on work schedules that increase productivity, individual contributions, and expand coverage.

 

I believe that you get more energy and innovation out of people by enabling them to have a good balance between their work and family lives. And, as I said above, supervisors are the key to making this happen.  That’s why I’m encouraging all supervisors to experiment with our new program of non-traditional work schedules so we can find ways that your staff and job performance may benefit.  We expect some growing pains, but I challenge supervisors to remain open-minded and to think strategically about our competitiveness as a national research institution today and in the future.  I believe that sustaining a flexible workplace is crucial to our success.