1. Work Life Balance: Traditional and Non-Traditional Approaches Charlie Rosenblum September 30, 2014
Traditional and Non-Traditional Approaches to Work Life Balance
Charlie Rosenblum Director, Employee Services
2. Work Life Balance – Can You Really Do It?
Can you really achieve some kind of equilibrium by managing your time more efficiently or are the competing forces simply too overwhelming?
The traditional approach says – Yes, you can – the non-traditional approach says that you should use additional methods.
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3. The Regus Work Life Balance Index
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Survey over 16,000 professionals in 80 countries
24% increase from 2010-2012 to 61% satisfaction
Highest satisfaction rate is China, Brazil and Mexico are tops – Germany, UK and Belgium are lowest
U.S. ranks slightly above the global average at the mid point of surveyed countries
Source: Regus Work Life Balance, May, 2012
4. Traditional Methods
Alternate Work Schedules (Fixed)
Alternate Work Schedules (Flex)
Alternate Work Locations
Job Sharing
Telecommuting
Job Redesign
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5. Alternate Work Schedules (Fixed)
Advantages
Improved Customer Service
Accommodates Individual Needs – Especially Special Needs
More easily controlled for Non-Exempt Disadvantages
Intra-Office Jealousy
Work w/o Supervision
May Require Periodic Rotation
Reduced Availability during ‘Normal’ Hours
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6. Alternate Work Schedules (Flex)
Advantages
Fully Accommodates Need
Useful for Semi-Independent Workers
Works easier for exempt employees Disadvantages
Intra-Office Jealousy
Work w/o Supervision
May Require Periodic Rotation
Reduced Availability during ‘Normal’ Hours
Exempt vs. Non-Exempt
Complicates Scheduling and Customer Service
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7. Alternate Work Locations
Advantages
Resolves Some Short Term Problems (i.e., Illness)
Useful for Difficult to Fill Positions (i.e. IT)
Potential to Spread University Image Disadvantages
Intra-Office Jealousy
Open to Abuse w/o monitoring (Supervision)
Rarely a Long Term Solution
Reduced Efficiency due to Split Departments
Difficult Project Coordination
Complicates Coordination
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8. Job Sharing
Advantages
Potential to Resolve Two individual Problems
Potential to Increase Cross Training Disadvantages
Difficult to Evaluate Effectiveness
Rarely a Long Term Solution
Potential for Reduced Accountability
Difficult Project Coordination
Complicates Coordination
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9. Telecommuting
Advantages
Appeals to Millennials (Especially in IT)
Saves Office Space & Overhead Disadvantages
May Require Home Inspections
Usually Limited to IT or Certain Exempts
Potential for Reduced Accountability (Supervision)
Difficult Project Coordination
Senior Management May Disapprove
Intra Office Jealousy
Difficulty with Workman’s Compensation Claims
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10. Job Redesign
Advantages
Accommodates Individual Needs
Improves Individual Motivation
Combining Tasks & Employee Involvement
Ability to Form Natural Work Groups
Potential for Improved Customer Relations Disadvantages
May Impact Many Other Positions
Costly Learning /Training Curve
Benefit Only to the Few
Intra Office Jealousy
Required Detailed Planning and Coordination
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11. Sick Leave Pool
Advantages
Accommodates Individual Needs
Improves Overall Benefits Package & Recruiting
Safety Net for Long Term Illness
Fosters a Culture of Caring Disadvantages
Sick Leave Can Be a Costly Liability
Favors Large Institutions versus Small and Medium Businesses
Requires Well Designed Policy
Might Retain Undesirable Employee
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12. Non-Traditional Methods
Focus on the Whole – Leadership from the Top to the Bottom
Wellness Programs
Motivation versus Accommodation
Impact of Technology
Understanding Generational Differences
Employee Assistance Programs
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13. Focus on the Whole – Leaders Define the Culture
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Leaders top to bottom must be committed to fostering an inclusive culture of caring
Consistent demonstrations by initiating and resourcing programs
Senior leaders support the managers who support the first line supervisor
Employees respect the leaders who demonstrate integrity and ethical behavior
Leaders reward and punish fairly
14. Wellness Programs
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Funding, Funding, Funding
Gym Passes, On-Site Trainers, Wellness Fairs, weight loss programs
Dedicated Staff Member to coordinate
Coordination with Marketing – maintain visibility
Improves community involvement
Must be strictly voluntary – provide incentives w/o penalty – expect less than 50% participation
15. HR can plan, facilitate and promote
Leadership must resource and lead by example
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16. Motivation vs. Accommodation
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Focus on what motivates your employees? Achievement Reward Advancement Responsibility The Work Itself
Engage and challenge your employees
Supervisors may be too quick to accommodate out of fear
Supervisors and managers as coaches
Positive Emotions
Relationship with Others
18. Impact of Technology
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A Nation of Workaholics
The mobile office – it goes where you go
The yen for perfection
Technology novices and technology experts
Technology as an extension of social lives
How much Facebook and Twitter will you tolerate?
20. Summary
Traditional and Non-Traditional Methods need to be combined for maximum effectiveness
HR can develop, plan and coordinate but must convince the senior leadership that these methods are essential for organizational success
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