Flexible Work Perks vs. Freelancing: Are Employees Overextending Themselves?

Greetings to everybody on this platform. Not a query but let's discuss.

Benefits of Flexible Work Arrangements

Companies provide various benefits to employees to ensure commitment, increase productivity, and retain resources for longer periods with the company, among other reasons. One such benefit is flexi-time and flexible work. An employee is free to come to the office at their convenience and leave once the work is done. Even though the law stipulates 40-45 hours a week, companies are now open to providing leisure to ease the burden on resources. Recent studies also suggest that good leisure increases productivity, while overtime may decrease the same.

Impact of Freelancing on Employee Productivity

Taking this into account, consider a situation where an employee who avails such benefits decides to freelance after office hours (which a company cannot control). The time spent freelancing can extend from 3 hours to even 6 hours or more. This can impact the employee's productivity as they are exceeding their limits to meet commitments outside the company. Consequently, this affects their productivity within the company, leading to fatigue, lack of sleep, tardiness, and disruption of their daily schedule.

I have encountered such a situation in my office that eventually led the employee to resign, citing "mental stress and depression." According to his time cards, he only worked 8 hours, including an hour break, in my office, with no evidence of heavy workloads or overtime during his tenure.

Misuse of Employee Benefits

When the HR department endeavors to cultivate a culture with benefits aimed at enhancing productivity and alleviating stress for employees, but these benefits are being misused, what is your opinion on this? Do you believe this should occur in companies striving for an employee-friendly culture?

In situations where employees misuse company benefits, it is essential for HR to address the issue promptly and effectively. Here are some practical steps to handle such scenarios:

1. Investigate the Situation: Conduct a thorough investigation to gather all relevant information and evidence regarding the misuse of benefits. This may involve reviewing work schedules, time cards, and performance records.

2. Communicate with the Employee: Schedule a meeting with the employee in question to discuss the concerns regarding the misuse of benefits. Approach the conversation with empathy and seek to understand the reasons behind their actions.

3. Reinforce Company Policies: Remind the employee of the company's policies regarding the appropriate use of benefits and the expectations for productivity and commitment during working hours.

4. Offer Support: If the misuse of benefits is due to personal reasons such as workload or stress, offer support in the form of counseling services, workload adjustments, or flexible work arrangements.

5. Monitor and Follow-Up: Keep track of the employee's behavior and performance following the discussion. Provide feedback and support to ensure that the issue is resolved and that the employee is able to maintain productivity and well-being.

By addressing instances of benefit misuse proactively and constructively, HR can uphold a positive work culture while ensuring that employees understand and respect the company's policies and expectations.