Posts Tagged Workplace Flexibility
Parental Leave and Other Benefits Should be Seen as a Recruiting Tool, Especially for Hard to Fill Jobs
These days (like many of my peers here in Washington!) I am working overtime on the Department of Labor’s (DOL) proposal to change the #overtime regulations, which is now under final review. This regulation from Washington is a classic example of the law of unintended consequences.
Let me explain.
By Kenneth Matos, Senior Director of Research, Families and Work Institute
Workflex is a slam dunk when it comes to creating an effective workplace. Most managers realize this; but, for the folks who run smaller organizations or small divisions within larger companies, implementing flexible work programs can feel like more work than benefit. For others, changing strategies they believe have been successful for a long while can appear counterproductive.
Nearly all employees desire work-life fit. Take Wisconsin Republican Rep. Paul Ryan who in taking the job as Speaker of the House recently requested the option to spend less time on the road and more time with his family.
I have written a number of times that the part of the future of work is both telecommuting and a free-agent workforce. More and more companies are using or allowing a greater freedom in telecommuting. More companies are using independent contractors who do not have to be present to perform the work that can be done digitally. I think this is a great move that will improve lives and productivity for a large number of people.
The workforce of the future is predicted to be a mobile one, capable of working from any location at any time because they carry their computing power with them. We are already seeing this occur and it causing some disruption in the management of physical locations. Companies are realizing they don’t need all the office real estate they currently possess. Here is how one company is handling less demand for office space.
Telework done right can be an important component of building and maintaining an effective and flexible workplace. This matters because data reveals that employees in effective and flexible workplaces are more likely to be highly engaged, satisfied with their jobs, and more likely to stay with their employers.
Smart employers know that offering flexible work options—everything from telecommuting to job sharing to part time to compressed schedules to shift trading, etc.—can set you apart from other employers. If your organization is embracing new ways to reinvent work for employee AND business success, then step up and receive local and national recognition as a top employer.
Manufacturers are facing big problems when it comes to recruiting enough top-tier factory workers, but there’s a fix few employers think about — #workflex.
FLSA Stifles Work Flexibility, HR Director Testifies
Most employees think flexibility is critical to their job satisfaction: are employers listening?
Manufacturers are facing big problems when it comes to recruiting enough top-tier factory workers, but there’s a fix few employers think about -- #workflex.
Best Place for Working Moms? Head to the 'Green Mountain State'
What do employees want? When Work Works, the joint partnership of SHRM and Families and Work Institute (FWI) can help you answer this key question.