在給予彈性工作安排之前考慮公平性

當一個員工來找你要求一個彈性的時間表時，你可能會想說“OK”。但是給一個人量身定制的工作條件很容易被視為偏袒。在說“OK”或“不行”之前，問自己三個問題：

1. 員工要求什麼？為什麼？如果請求有正當的理由，其他人就會更容易理解。
2. 我能和其他團隊成員溝通嗎？如果有困難，很有可能其他人會發現交易可疑。
3. 說“OK”會給別人帶來困難嗎？例如，如果一個人談判工作量減少了，團隊的其他成員可能不得不為他們負責。

彈性工作已經被證明可以增加員工的參與度和生產力，所以你應該儘量在可能的時候給予這些安排。在你做之前，仔細考慮一下對團隊的影響。

Consider fairness before giving flexible working arrangements

When an employee comes to you to ask for a flexible timetable, you may want to say "OK". But the working conditions tailored to a person are easily seen as partiality. Before you say "OK" or "no", ask yourself three questions:

1. What does the employee ask for? Why? If the request is justified, others will be easier to understand.
2. Can I communicate with other team members? If it is difficult, it is likely that other people will find that the transaction is suspicious.
3. Say "OK" will bring difficulties to others? For example, if a person's negotiation workload is reduced, the other members of the team may have to be responsible for them.

Flexible work has been shown to increase employee engagement and productivity, so you should make these arrangements as much as possible. Before you do it, consider the impact on the team.