Work is complex. So are the lives of today’s workers.
Employers understand that the new world of work requires a culture that encourages and supports flexibility. That’s why the smartest businesses have redefined where, when and how people do their best work.
Businesses are pioneering new environments that focus on results and creating flexible schedules that encourage greater autonomy. As a result, they're seeing higher employee-retention rates and greater productivity. Who are these model employers, and how can you learn from them?
SHRM recently announced the 97 winners, from 35 states and Washington, D.C., of the 2018 When Work Works (WWW) Award. “Each of the 2018 When Work Works Award winners tells a different story about how it created a dynamic, positive and effective workplace culture,” said Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of SHRM. “But there are common themes among all winners’ practices. They are committed to workplace flexibility, mentoring and training employees, and having at the heart of their organizations an appreciation of the value of individual workers.”
The WWW award honors these organizations that have created effective workplaces grounded in evidence-based components outlined in SHRM's Effective Workplace Index. The components directly link a flexible, positive workplace culture with positive returns on employer investment, such as increased retention, productivity and a more engaged workforce. The Effective Workplace Index is based on SHRM’s National Study of the Changing Workforce. The six components of an effective workplace are autonomy; work/life fit; supervisor support for work success; satisfaction with wages, benefits and opportunities for advancement; job challenges and learning opportunities; and a culture of respect, trust and belonging.
In her blog post The Increasing Demand for Flexible Work Arrangements, HR professional Osasu Arigbe wrote, “In my experience, I know that executives raise concerns about the empty offices we find these days. However, I have also learned that the increased demand for flexible work options is causing business leaders to shift their focus from where, how, or when work is done to a focus on performance and output.
“With this shift to work flexibility, HR professionals are undoubtedly tasked with the responsibility of implementing or redesigning policies that support flexible work arrangements for employees, are equitable, and ensure that performance goals are met.”
What are you doing to provide more flexibility to your employees, and how can you create an award-winning workflex program for your workplace?
Please join @shrmnextchat at 3 p.m. ET on Dec. 12 for #Nextchat with special guest HR professional Osasu Arigbe (@OsasuArigbe). SHRM’s senior advisor for member advocacy and workplace flexibility, Cassidy Solis (@WhenWorkWorks), will also join the conversation. We’ll chat about how you can build an award-winning workflex program in your organization.
Q1. What are the ingredients of an award-winning workflex program?
Q2. What new trends do you see emerging in workflex?
Q3. How do you build a culture that encourages and supports workplace flexibility?
Q4. In what innovative ways is your organization implementing workflex?
Q5. How can employers benefit from a well-constructed and properly managed workflex program?
Q6. Competent people managers and careful performance management are critical to workflex success. What else is essential for workflex success in an organization?
Q7. What are some challenges that HR professionals face when implementing policies and procedures for flexible work arrangements?
Q8. What advice can you share with other HR pros for creating a workflex policy, or what are some examples of flexible work arrangements that your organization offers to employees?