Flex for execs – are you into different executive work schedules?
I’m not sure how it took me this long to discover Sue Shellenbarger, but now that I have, I’m more than a little happy about it.
Ms. Shellenbarger is the Work & Family columnist for CareerJournal.com (which, apparently, is enjoying the benefit of her work for sister website The Wall Street Journal Online). And having read through the list of headlines for her most recent columns, I’m tremendously impressed by the breadth of topics she covers. (As of this posting, those topics include learning-impaired adults, questions for nannies, new motherhood, short stints on resumes, and Canadian employment offers.)
Sue Shellenbarger has written the Work & Family column since 1991. The goal of the column is to help readers manage the relationship between work and their family and personal lives.
Using personal profiles of people in the workplace, Ms.Shellenbarger illustrates the issues Americans face in trying to balance their jobs and their home lives.
Her most recent entry deals with flex time, and in a way I hadn’t seen before: based on whether a flex time policy is designed to benefit the company or its employees. After you’ve gotten past the resume review and into your first (or better, your second) interview, and if you’re into the idea of a “non-traditional” work schedule,” ask your prospective employer which of Ms. Shellenbarger’s flex time “stages” they’re in.
And here’s something to keep in mind – from one of her earlier columns – even if there’s no formal flex time policy, that doesn’t mean the door’s closed on the subject. To wit:
What’s hot is informal flexibility that allows employees to alter their hours or to work at home on a more casual basis. What’s not: Rigid policies for specific flexible setups such as job-sharing or part-time work that are seldom used and damage the careers of those who do.
Bottom line: It’s your life. The more you control it, the happier you’ll be.
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