Work-life balance engineers: How companies can utilise new flexible working models

Work-life balance engineers - this is an important topic, as this industry is becoming increasingly important globally due to the shortage of skilled labour. Engineers (like most skilled workers) also have the challenge of combining their professional life with their private life. It's about separating the two well and managing them well at the same time. That's exactly what we all want. In technical professions, working hours are usually strictly regulated due to the nature of the job, and overtime is a common factor.

A healthy work-life balance is essential for engineers to maintain their motivation and performance. This is exactly where modern home office arrangements and flexible working hours come into play. This allows engineers to harmonise work and leisure time much better. Work-life balance engineers is the name of the game here. Companies also benefit from various factors and in this article we explain how. We highlight both the advantages and disadvantages and present different working time models

Estimated reading time: 19 minutes

Work-life balance engineers - Why is it so important?

As we know, a healthy work-life balance is important for all employees. But why is it so important for the engineering profession in particular and how exactly does it relieve stress? Let's take a closer look at the work-life balance of engineers.

Engineers bear a lot of responsibility in their work; they plan, develop, analyse, document and coordinate. They often do this simultaneously and under time pressure, in addition to constantly changing requirements from the company or employees. Typical tasks for engineers include complex calculations, project management and IT. These activities require maximum concentration and problem-solving skills. So you can imagine that constant pressure in a full office or constant interruptions lead to considerable problems.

The office environment can become a mental burden, for example due to open-plan concepts, constant meetings, constant social interaction or long commutes. Uninterrupted work is an important success factor for engineers, especially when they have to familiarise themselves deeply with complex systems. This is exactly where working from home brings clear advantages: Peace and quiet, the ability to plan your own working hours, and concentration without the annoying interruptions from Michael next door from his desk cubicle, who "just wants to know what time it is" even though the time is on his PC. So creativity increases just as much as productivity.

There is also a high level of personal satisfaction because it is easier to manage private commitments: quickly switching on the washing machine, making something to eat for the child or picking them up from school, going to the gym and ensuring that their own physical health is not neglected. Logically, this also makes employees much more loyal to their employer.

What advantages do flexible working hours offer employees?

Employees benefit from flexible working hours in many ways. Firstly, they offer a better work-life balance. For engineers who can organise their working hours flexibly, it is easier to attend private appointments, look after children or relatives in need of care or pursue personal interests. The option of adapting the working day to their own needs contributes to increased satisfaction and often also to a better work-life balance. improved work-life balance in everyday life. This makes it easier to reconcile work and leisure time without one constantly crowding out the other.

In addition, working hours that allow for flexibilisation help employees to take on more personal responsibility. Employees have the freedom to determine the start and end of their working day themselves, which gives them a sense of time sovereignty. This flexibility offers many employees additional motivation: if you realise that you can leave earlier or start later if necessary, you work more concentrated and efficiently. Everyday stress is also reduced; for example, there is less time pressure from rush hour traffic if you have flexitime and can avoid peak times. 

Work-life balance for engineers - What advantages do companies have with flexible working time models?

Flexible working models are also beneficial for companies. Firstly, they can attract more employees. Nowadays, employees generally don't even look at jobs that don't offer flexible working hours. So in order to attract more employees, especially in view of the increasing shortage of skilled labour, this is a helpful working model. According to current developments, flexible working hours are one of the three most important measures for employee retention.

Productivity can also be improved, as employees are rested and statistically work better under these conditions. This means that companies achieve better results and are therefore more profitable. At the same time, the team feels valued because personal needs are taken into account, which improves the working atmosphere. Flexible working models also lead to less or sometimes even no absenteeism, as there is less stress and fewer cases of illness because employees get enough rest and have time to look after their own health.

What different working time models are there?

The flexible working time models include

• Flexitime: Working hours are not fixed here. Employees have a certain number of hours, but can complete them in their own agreed time.
• Staggered working time (optional working time): Basic time frames are defined, for example three hours from 8 a.m. or at other times. So basically blocks of time that still allow employees some flexibility.
• Trust-based working hours: In this practical structure, working hours are neither fixed nor are they recorded throughout the day. Employees organise their own working hours according to the agreed tasks. The focus is on results rather than hours worked.
• Part-time models and job sharing: Reduced working hours, for example 20 or 30 hours per week, or sharing a full-time position between two employees (job sharing). These models greatly increase flexibility as fewer hours are worked.
• Home office and mobile working: Here, employees can work from home or be somewhere other than the office or home during working hours as long as they can continue to work. They also save time because there is no need to commute.
• Working time account: This is a tool, not a working model. It is an account that is used to record working hours. It balances the time, including overtime. Overtime can be converted into days off. This tool is simply a planning tool.

All of these models have their advantages and not every one is suitable for every company. It therefore makes sense to check which model suits which type of work. Sometimes combinations are also used, such as part-time in combination with flexitime or working from home. It is important to clearly define these models with the employees. With work-life balance engineers, as with many other industries, many employees also like hybrid jobs. These include working from home and in the office. Work-life balance engineers: There are therefore various working time models that can be used for this industry.

Working from home, 4-day week, sabbaticals - what works in the tech industry?

In technical professions, efficiency and a focus on results are particularly emphasised, which is why flexible working models such as working from home or trust-based working hours are considered particularly effective. The 4-day week is also becoming increasingly popular, especially among young professionals looking for a better work-life balance. Sabbaticals (longer, unpaid breaks from work for personal development or relaxation) are becoming increasingly common in the tech industry to prevent burnout and retain skilled workers in the long term. It is crucial that such models are harmonised with project cycles and team structures. 

How does flexitime work as a flexible working time model?

The flexitime model, in which working hours are flexible, is widespread. Flexitime is characterised by the fact that there is no fixed start and end time for all employees. Instead, a period of central importance for the work is defined, during which everyone must be on site. For example, between 10:00 and 15:00 on working days. Apart from these core working hours, employees have the freedom to determine when they start and finish work themselves. Some may arrive at 7 a.m. and leave early, while others start later and stay longer.

The hours worked are usually recorded in a flexitime account. If someone exceeds the number of hours agreed in the contract, they accumulate plus hours; if they work fewer hours, they accumulate minus hours. Limits are often set to prevent an extreme accumulation of hours. The working time account helps both parties to keep an overview. Flexitime significantly increases flexibility: everyday challenges such as traffic jams or visits to the authorities can be dealt with stress-free without the need for an immediate day off. At the same time, availability within the company is ensured by defining core working hours. Flexitime is perceived by many employees as a great relief, as working hours can be customised to a certain extent to suit personal needs.

What does trust-based working time mean for employees and employers?

The company does not specify any fixed attendance times for trust-based working hours and does not record the exact number of hours worked each day. Instead, the focus is on completed tasks and results. This model is particularly appreciated by highly qualified specialists and managers such as engineers, as they can organise their working hours freely and adapt them to personal project requirements without having to keep an eye on the clock to the minute.

For the employer, trust-based working hours mean that employees are offered a high degree of flexibility and personal responsibility. However, it is important that the legal requirements are complied with despite the lack of monitoring. The Working Hours Act also applies here. This means that overtime and rest periods must be observed regardless of freedom, which is why the employer must ensure that time is recorded in the background. This arrangement allows employees to orientate themselves towards clearly defined tasks or projects rather than rigid clock times. The model demands discipline and self-organisation from employees, because without clear boundaries, the distinction between leisure and work can become blurred. Motivated and independent employees can benefit from trust-based working hours, as they give them the greatest possible freedom and can significantly increase their satisfaction.

Work-life balance engineers: How do part-time work and job sharing help to reconcile family and career?

Part-time work is a recognised means of reducing the workload and creating more time for other things. This has proved particularly useful for parents or people with additional commitments, but also if you simply want to live your life. For work-life balance engineers - it is therefore also an advantage.

A part-time contract involves fewer working hours, for example 25 or 30 instead of full-time. This increases the amount of free time for employees. In addition, many employers offer flexible working hours, for example three hours in the morning, three in the afternoon or even on different days of the week.

Job sharing, on the other hand, is another type of part-time work. You also work fewer hours, but the company has two employees to cover the full working hours. Both employees share the role equally - about 50/50 or sometimes 40/60 and so on. These are two different people who each work four hours a day, for example, and so they both have fewer working hours, while the company still has a full-time position covered by adding the hours together.

This working model is great because the two employees can cover for each other and both benefit from a good work-life balance. This means that both have time for their families and personal matters.

What role do home office and mobile working play in flexible working models?

Although working from home and mobile working mainly relate to the place of work, they are often associated with flexible working time models. Those who work from home can often take more flexible breaks or organise their work around private commitments as long as the tasks are completed. In many companies, trust-based working hours and working from home are combined, giving employees great freedom in this new way of working. Working from home is not a working time model in its own right, but an element of the new working models that offers a high degree of flexibility.

The freedom to organise the working day is the great advantage of working from home: employees can work in their familiar surroundings and often organise their time better to deal with private matters in between. As long as you remain disciplined, it is beneficial for your work-life balance. During the pandemic, companies have found that working from home works and that employees are at least as productive there as in the office. However, it is important to make clear agreements, for example on what availability is expected during regular working hours. It is also advisable to use a separate workspace when working from home, which you leave at the end of the working day to ensure a spatial separation of leisure and work.

The practical examples from companies

The practical examples of companies that have successfully implemented flexible working models illustrate that these concepts not only work in theory, but also offer clear advantages in reality. Siemens AG has been offering its engineering teams the option of working in hybrid working models for years, with clear core hours and maximum flexibility outside of these hours. SAP also uses the trust-based working time model and offers employees worldwide the opportunity to organise their working day independently. These companies report increased employee motivation, reduced absenteeism and increased attractiveness as an employer.

What are the challenges of flexible working hours?

Flexible working hours are an advantage, but they also bring challenges. Although each person works at different times, teamwork must still function smoothly. Meetings and handovers require coordination, and core working hours or substitution rules are often necessary. In addition, not all areas (such as production or shift work) allow the same level of flexibility, which requires a sensitive approach to avoid causing dissatisfaction within the team.

Employees run the risk that without fixed structures, the distinction between work and private life is no longer clear. Without clear instructions, some have a tendency to work all the time or keep themselves constantly available. To avoid overwork due to a lack of structure, it is important to be self-disciplined and make clear agreements. The provisions of the Working Hours Act also apply within a flexible framework. This means, among other things, that overtime must be compensated within a set period of time. Flexible working models only work if everyone involved adheres to the established rules.

Do employees want more flexible working hours?

Statista According to the study, around 56 % of employees in Germany would like their working hours to be more flexible. For younger generations such as millennials and Gen Z in particular, the flexibility of models is a key selection criterion for employers. While over 50 % of companies now offer working from home, only 5 % still rely on a full presence requirement. This makes it clear that flexible working is no longer a trend, but a living standard in the modern working world.

This makes it clear that it is not important to people that they work less, but that they have more freedom to determine their own working hours. For this reason, HR experts consider flexible working models to be a real trump card in the fight against the shortage of skilled labour. There is every indication that the future of the world of work will become increasingly flexible, in the interests of work-life balance engineers.

Conclusion

Flexible working offers engineers and companies numerous advantages. Work-life balance for engineers ensures more freedom and personal responsibility for employees and at the same time increases the attractiveness and competitiveness of employers. It is essential to select suitable models and communicate them clearly so that everyone involved benefits.

Zeitarbeit International, an experienced personnel partner, helps companies to realise contemporary work concepts. Zeitarbeit International provides support with personnel consulting, supplies qualified specialists and thus helps to flexibly bridge personnel bottlenecks and successfully implement new working models. In this way, companies can utilise agile working time solutions to secure their competitiveness, while employees benefit from an improved work-life balance.

FAQ

What are flexible working hours?

Flexitime or flexible working hours means that employees can simply work flexibly, as the name suggests. They can start later or leave earlier, and sometimes there is no precise time recording. The only important thing is that the hours agreed in the contract are worked.

What is the difference between flexitime and trust-based working hours?

Flexitime simply means that employees work flexibly. This means that they can come in later or leave earlier, but usually for a fixed number of hours. It can also mean that the hours are split up, for example four in the morning and the rest later. In most cases, the working hours are still recorded, they are just flexible. Trust-based working hours, on the other hand, are not recorded. Employees can usually work whenever they want, but it's all about results. This means that no matter how much you work, the tasks that are scheduled for a certain number of hours must be completed.

What advantages do flexible working models offer employees?

Employees love flexible working hours because they can better harmonise their private lives with their working hours. This includes childcare, medical appointments or private commitments such as housework or personal health. This increases motivation and productivity because employees are rested, healthy and able to live their lives, all while working. In such cases, loyalty to the company also increases.

What advantages do flexible working models offer employers?

Satisfied employees who are absent less frequently and are committed to their work bring advantages for employers. Flexible working hours make employers more attractive, and when looking for a job, many skilled workers attach importance to whether a company offers a work-life balance and flexibility. In addition, flexible teams enable companies to extend their service hours and adapt better to fluctuations in order volumes. All in all, this leads to increased employee loyalty and greater efficiency in operations.

What are the possible disadvantages of flexible working hours?

One possible disadvantage is that the distinction between leisure time and work is no longer so clear. If there are no fixed times, there is a risk of being overwhelmed or constantly available and not being able to switch off easily, especially when working from home. In addition, flexibility requires a lot of coordination: Meetings still need to be organised, and not every job allows unrestricted freedom (such as shift work in production). It is therefore crucial to make clear agreements (such as regarding core hours or periods when there is no availability) and to ensure that employees are not overloaded.

How can you separate work and leisure from flexible working hours?

Fixed rituals and self-discipline are required here. Setting fixed working hours and closing times and sticking to them is also helpful when working flexibly. In order to really switch off when working from home, it is advisable to use your own workspace and leave it after work. It can also be helpful to define personal core times and communicate them to the team. This leaves enough room for relaxation and free time, which improves the work-life balance.

What does core working time mean with flexitime?

In a flexitime model, the core working time is the period during which all employees must be present. Working hours can be set flexibly outside these core hours. Example: A company defines the core working hours as 10:00-15:00 - during this period, joint meetings are held and everyone is available. Outside this period, which is considered core time, employees can decide for themselves when they start work and when they end the working day. The core working hours ensure that there is sufficient overlap and collaboration within the team despite the flexible working hours.

How does a working time account work?

A working time account can be used to compensate for overtime and undertime over longer periods of time. If an employee works more hours than agreed within a week, the account is topped up with plus hours. Less work leads to a deficit. Employees can reduce accumulated plus hours by taking flexitime or shorter working days if enough hours have been accumulated. This gives them extra time off without using holiday days and employers can better deal with absences or fluctuations in orders. This system enables flexibility by allowing for a balance between busy and quiet periods.

Is working from home a flexible working time model?

More precisely, it concerns the place of work and not the working hours. However, working from home is often combined with flexible working hours. People who work from home are often better able to plan their work around personal commitments, for example by taking a break while visiting a tradesman and working longer in the evening. Many companies combine working from home with trust-based working hours, which allows employees to decide where and when they work with a great deal of freedom. Although working from home is not a working time model in its own right, it is an important component of modern working models and offers numerous opportunities for flexibilisation.

How do flexible working hours promote work-life balance?

Flexible working hours break up rigid time constraints and enable people to better harmonise professional requirements and private needs. On a sunny day, for example, employees can finish earlier and work later or longer the following day. This leads to a higher quality of life: there is a feeling that it is possible to reconcile work and private life and that they are not constantly in competition with each other. According to research findings, flexible models increase employee satisfaction and often also contribute to better health. To summarise: flexibility creates space for what is important outside of work - the result is generally a much healthier work-life balance.