2013 Mom Corps Workplace Study

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2013 Workplace Study - Mom Corps and Harris Interactive illustrating workforce preferences, realities and the rise of the alternative workforce. Presentation given by Allison O'Kelly, CEO and Founder of Mom Corps www.momcorps.com

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2013 Mom Corps Workplace Study

  1. 1. Workforce Preferences, Realities and the Rise of the Alternative Workforce September 26, 2013
  2. 2.  Professional Staffing and Career Development Company  Founded in 2005 by Allison O’Kelly – Harvard MBA, CPA, and mother in Atlanta, GA  Award Winning WBENC Certified Woman-owned business  Franchise locations coast-to-coast, and growing  We work with 150,000+ candidates nationwide to find the jobs and resources needed to find work-life satisfaction Meet Mom Corps
  3. 3. About the research • Goal – To encourage and strengthen the conversation around workplace flexibility as a talent strategy that benefits both employees and their organizations • Methodology – Online survey conducted by Harris Interactive – Data collected from July 29-31, 2013 – Sample: U.S. adults ages 18+ who are currently employed full- time and/or part-time (n=886) – Asked about perceptions and preferences around several work/life and flexibility issues
  4. 4. Agenda Research should be actionable. Three key questions will be addressed followed by time for Q&A: • What? – What are the key research insights? • So What? – What are the trends shaping the future workforce and why does flexibility matter? • Now What? – How can you realize the benefits of flexibility and remain competitive?
  5. 5. Key insights Workplace flexibility is top consideration for working adults. • The U.S. workplace is shifting from 9-5 as the norm to “alternative” or “non-traditional” working being more widely accepted and implemented. • Employees feel limited in their ability to gain flexible work options. • Flexibility is important to all generations regardless of gender. Younger professionals are leading the charge. • Employees “want it all” and are willing to sacrifice salary for flexibility. • U.S. workers are making job and career decisions based on flexibility. Talent Acquisition Compensation Management Employee Retention Performance Management HR Management System Benefits Policies and Procedures
  6. 6. A shift is taking place “Alternative” or “non-traditional” working is more widely accepted and implemented. Do you prefer a traditional 9-5 work day? n= 886; 2013 Workplace Survey of US Working Adults 46% 48% 58% 40% 45% 50% 55% 60% Would you consider alternative work options for better w/l balance? Would you be more productive working from home occasionally? Nearly half disagreed indicating a preference for an alternative work arrangement. Nearly half agreed considering options like temping, contracting, consulting or part-time %Agree/Disagree More than half agree they would get more work done
  7. 7. Employee concerns lead to turnover Employees feel limited in their ability to gain flexible work options. n= 886; 2013 Workplace Survey of US Working Adults 47% Agree asking for flexible work would hurt their chances of career advancement 39% Agree they have considered leaving or have left a job because it wasn’t flexible enough For 18-34 year olds, the percentages are 56% and 50%, respectively.
  8. 8. • Always connected, the 9-5 lines are blurry • Desire freedom to explore passions • Open and highly adaptable to new situations Flexibility is important to all generations Boomers (born 1943-65) Generation X (born 1965-80) Generation Y (born 1980-97) • Established professionals, want to be measured by results • Many have family situations requiring flexibility • Looking to phase into retirement • Many responsible for the care of aging parents 42% of working adults had elder care responsibilities in the past 5 years.1 59% agree taking a significant amount of time out of the workforce would set their careers back. 59% (age 18-34) would consider alternative work options to better achieve work/life balance. n= 886; 2013 Workplace Survey of US Working Adults 1: Families and Work Institute Elder Care Study
  9. 9. Flexibility isn’t just a mom thing Flexibility is important to both men and women. n= 886; 2013 Workplace Survey of US Working Adults Eighty percent of working adults agree that flexible work options are just as important for people who don’t have children as they are for those who do. 80% There is no significant difference in opinion between men and women.
  10. 10. Employees will sacrifice for flexibility Employees “want it all” and are willing to sacrifice salary for flexibility. Nearly 1 in 2 45% are willing to relinquish at least some portion of their salary Nearly 3 in 4 Working adults believe it is possible to “have it all” when it comes to work/life balance. 10% of salary n= 886; 2013 Workplace Survey of US Working Adults
  11. 11. Career decisions based on flexibility U.S. workers are making job and career decisions based on flexibility. n= 886; 2013 Workplace Survey of US Working Adults 39% 58% 73% 0% 20% 40% 60% 80% 100% % Agree Taking significant time out of the workforce would set career back I have considered leaving a job due to lack of flexibility Flexibility is one of the most important factors considered when looking for a new job/ company to work for 10% increase from 2012 Youngest groups feel stronger Men (18-34: 53% and 35-44: 52%) Women (18-34: 46% agreed)
  12. 12. We are facing powerful workplace trends Sources: Forrester Research, SHRM, Staffing Industry Analysts, Staffing Talk U.S. Virtual Work Prediction 2010 2016 34M 63M When employees have high degree of work-life fit: In the news: 1 2 Contingent workers forecasted to make up half the workforce by 2020 • Four times as many are highly engaged at work4x 2x • Almost 2x as many want to stay in their current jobs • Two times as many are in excellent health
  13. 13. Why offering flexibility matters • Nearly 1 in 2 working adults are willing to give up some percentage of salary for flexibility at work … There is a growing desire for it. • 3 out of 4 working adults report having at least some flexibility at their job. 84% for those age 18-34 Other companies offer it … are you? • 73 % of working adults list flexibility as one of the most important factors when looking for a new job/deciding what company to work for It is here to stay.
  14. 14. Flexible work solutions Flexibility means different things to different people.
  15. 15. Different solutions for different needs A multinational financial services company was deluged with a number of projects following a recent merger. They had an immediate need for a senior level HR Generalist to alleviate the workload. The Need The Mom Corps Solution The Candidate Temporary Staffing Part-time HR Generalist A UNC graduate and former Director of Human Resources with a 17-year career who was ready to return to a flexible career after taking time off to care for her young children. A healthcare real estate developer, sought a CPA with 10+ years experience in the real estate industry as well as 5+ years managing an accounting department. A supermarket company sought a backfill for the Director of Brand Strategy who was going to be out for 4- 6 months. They wanted a candidate with 10+ years experience building and executing strategies for large corporate brands. Permanent Staffing Vice President, Accounting A CPA/MA with 20+ years experience as a Controller for a privately owned real estate firm. She was excited to join a family- friendly company and have a commute less than 10 minutes from her home. Temporary Staffing Director of Brand Strategy Maternity Leave Backfill Senior level marketing strategist who had worked at Crate & Barrel, Gap and Bose Flexibility means different things to different companies. DURATION PLACE TIME
  16. 16. Different solutions for different needs Following a recent merger, Wells Fargo’s HR department was deluged with a number of projects and had an immediate need for a senior level HR Generalist to alleviate the workload. The Need The Mom Corps Solution The Candidate Temporary Staffing Part-time HR Generalist A UNC graduate and former Director of Human Resources with a 17-year career who was ready to return to a flexible career after taking time off to care for her young children. Cambridge Healthcare Properties, a healthcare real estate facility developer, sought a CPA with 10+ years experience in the real estate industry as well as 5+ years managing an accounting department. Stop & Shop Supermarket Company sought a backfill for the Director of Brand Strategy who was going to be out for 4- 6 months. They wanted a candidate with 10+ years experience building and executing strategies for large corporate brands. Permanent Staffing Vice President, Accounting A CPA/MA with 21 years experience. She was the Corporate Controller for a privately owned real estate company, supervised the accounting division, and was responsible for all financial functions of that firm. Temporary Staffing Director of Brand Strategy Maternity Leave Backfill Senior level marketing strategist who had worked at Crate & Barrel, Gap and Bose Flexibility means different things to different companies.
  17. 17. Phases adapted from WorkFlex Essential Guide to Effective and Flexible Workplaces and WFD Consulting Special Arrangements, “deals” or personal accommodations granted on a case-by- case basis and often kept secret Individual Accommodations Policies & Programs in Place Flexibility Has Many Faces New Ways of Working Policies and programs exist but flexibility is used inconsistently in “pockets” across the organization Widespread, consistent use of formal and informal flexibility to meet business and individual needs A results-driven culture where flexible work practices and new ways of working are utilized as a management strategy to achieve business results Increased flexibility = increased benefit Increased realization of ROI Increase • Productivity • Engagement • Talent acquisition Operate • Seamlessly • Autonomously • Results-driven Reduce • Overhead costs • Turnover • Absenteeism
  18. 18. Closing thoughts • U.S. workers are making long term career decisions based on flexibility. • There is a disconnect between what is offered and what employees feel is accepted. • More employees are asking for flexibility and more companies are offering it. • Flexible work trends are gaining attention and momentum, but we aren’t there yet. • Younger professionals will demand more going forward. How will YOU ensure your company remains competitive in this new flexible business world?
  19. 19. @MomCorps @AllisonOKelly @MomCorps @Mom-Corps

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