NEW YORK — Debbie Elliott got the idea to give employees time off on summer Fridays after reading a survey of benefits packages offered by her competitors.
"I saw that this other agency was doing it and I thought, 'Aha!' " said Ms. Elliott, president of Talk PR Inc. in Wilmington, N.C.
This is the second summer Ms. Elliott will offer her nine-person staff every other Friday off. Employees are split into two groups who alternate Fridays so the office remains staffed. It's an "incredibly popular" perk, she says.
Ms. Elliott's "Aha!" moment is becoming more common as "Summer Fridays" gain popularity. As workers look for more balance in their lives and companies try to retain skilled employees, half-days or full days off on summer Fridays are among the flexible schedules gaining acceptance.
This summer has seen a big jump in Summer Fridays, along with telecommuting and four-day weeks, said John Challenger, CEO of Challenger, Gray & Christmas, a Chicago-based outplacement firm.
With gas prices rising, a Friday off - or even a chance to leave early and beat the weekend rush hour - can be a powerful incentive.
A U.S. survey released by executive recruiter Robert Half International found 44 per cent of workers have adjusted their work arrangements because of high gas prices; 26 per cent of them reported working fewer days per week.
But if management isn't offering Summer Fridays, how does an employee ask?
The employee should seek out a manager at the executive level and present the right arguments, said Jean Boland, vice president of human resources and leadership development at Focus Brands, Inc. The Atlanta-based franchisor of Carvel Ice Cream, Cinnabon and other eateries offers Friday afternoons off in the summer to its 260 headquarters employees.
Employees should come prepared to argue the benefits to the company in improved morale, cost savings and increased productivity, Ms. Boland said.
"If they feel they may be viewed as being a slacker, simply say 'Hear me out,' " she said. "Have some details and some substantiation."
Employees should also make clear that they will still be accessible and will make up the time, said Tom Musbach, managing editor at Yahoo HotJobs, an online career resource.
Some companies extend summer workdays to make up for the time off on Fridays, and most ask employees to keep their cellphones on in case they're needed.
"You have to realize you have to give something to get something," Mr. Musbach said.
But if you get nothing, don't despair, say the experts. Employers will try to make it up in other ways. Some companies will institute Blue Jean Fridays or bring food on Fridays if they can't let employees off.
"People are mature enough and know when they have an account and there's work to be done they will stay," said Richard Dukas, CEO of Dukas Public Relations in New York. "We'll try to make it up to them in other ways."
Mr. Dukas lets his staff of 23 leave at 2:30 p.m. on summer Fridays. It's part of his company's culture as a smaller firm and it helps him compete against larger shops to attract employees, he said.
"People are definitely motivated by money, but it's not just money: The work-life balance is very important." Mr. Dukas said.
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