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Work-Life Balance Is NOT a Perk


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A huge population shift is occurring as baby boomers begin to retire and a flux of millennials (GenYs) enters the workforce. Unfortunately, many organizations are not prepared. Millennials have higher expectations from work and life in general; they are more connected to technology and create for themselves a multitasking lifestyle that includes work and family at a whole new level. As millennials enter the workforce, employers must evolve to recruit, manage, motivate and retain these valuable workforce additions. This webinar will take a deeper look at these high performers, how to recognize work-life balance problems and the associated cost to the company, how and what to offer your workforce to improve this balance and the benefits to your entire organization.

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Work-Life Balance Is NOT a Perk

  1. 1. Work-Life Balance is NOT a PerkSpeaker: Sherri Elliott-Yeary CEO Optimance Workforce StrategiesModerator: Mike Prokopeak Vice President, Editorial Director Talent Management magazine #TMwebinar
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  5. 5. Work-Life Balance is NOT a Perk Mike Prokopeak Vice President, Editorial Director Talent Management magazine #TMwebinar
  6. 6. Work-Life Balance is NOT a Perk Sherri Elliott-Yeary CEO Optimance Workforce Strategies #TMwebinar
  7. 7. Work – Life Balanceis NOT a PerkPresented by:Sherri Elliott-Yeary, SPHRSeptember 27th, 2011 2 – 3 PM EDT
  8. 8. We’re Proud to Say… 97% Renewal Rate 5 Million Users 62 of the Fortune 5001500+ Customers Award-Winning Customer Service 80+ Countries 8
  9. 9. SilkRoad technology’s Life Suite SilkRoad  offers  the  most   comprehensive  suite  of   talent  management   solu8ons  on  the  market.   Our  complete  suite  allows   human  resource   professionals  to  strengthen   and  personalize  employee   experiences  at  all  touch   points.   9
  10. 10. Presented  by:    Sherri  EllioC-­‐Yeary,  SPHR  Op8mance  Workforce  Strategies  
  11. 11. Reasons  to  Embrace  Work-­‐Life  Balance   •  The  Sedate  State  Inaugural  Summit  for  business   leaders  in  February  2011  focused  on  the  need  for   work-­‐life  balance.   •  General  consensus  was  that  businesses  that   understood  what  aEracts  top  talent  will  be  beEer   able  to  compete  and   •  High  performers  want  &  expect  their  employers  to   make  work-­‐life  balance  soluJons  available.    
  12. 12. Influencers  of  Work-­‐Life  Balance  Individual   Organiza8onal  Family  demands   Work  culture  -­‐   generaJonal  Social  commitments   Supervisor  support  CommuJng  problems   Team  behavior  Excess  work  load   HR  policies  (leaves,   medical  faciliJes  etc.)   13
  13. 13. Fact  or  FicJon?  – Despite  economic  constraints,  talented   employees  do  have  opJons  in  the  job  market,   parJcularly  those  in  the  millennial  generaJon.  – Millennials  are  oUen  willing  to  change  jobs,   careers,  ciJes,  and  states  if  it  means  they  can   have  a  balance  and  difference.    – An  employer  who  competes  for  future  top   talent  must  be  willing  to  address  work-­‐life   balance  issues  from  the  perspecJve  of  Gen  X  &   Millennial.    
  14. 14. CelebraJng  Fall    
  15. 15. Skiing  in  Canada  
  16. 16. Bike  Riding  in  Dallas  for  Charity  
  17. 17. Zip  Lining  –  Costa  Rica  
  18. 18. Snow  Mobile  –  Canada  Rockies  
  19. 19. Whitewater  RaUing  in  Canada  
  20. 20. Outdoor  Fun  in  Texas  
  21. 21. Millennials  &  Boomers   23
  22. 22. Life  as  a  Millennial  Millennials   24
  23. 23. Unique  Aspects  of  Each  GeneraJon     in  the  Workforce  Millennials    (ages  13  to  34)  value…  • Eager to learn • Optimism• Highly confident • Team orientation EXCEPT in sales • Environmentally aware 25
  24. 24. Unique  Aspects  of  Each  GeneraJon     in  the  Workforce  Boomers    (ages  47-­‐65)  value…  • Personal  graJficaJon   • OpJmism  • Social  involvement   • Personal  growth  • Strong  networks   • Health  and     wellness   26
  25. 25. Work,  Home  and  Life     Work     (AmbiJons,  promoJons,       career  growth  etc.)         Home   Life   (Family,  social   responsibiliJes  etc.)   27
  26. 26. Job  Stress  •  40%  of  workers  reported  their  job   was  very  or  extremely  stressful;  •  25%  view  their  jobs  as  the  number   one  stressor  in  their  lives;  •  Three  fourths  of  employees  believe   that  workers  have  more  on-­‐the-­‐job   stress  than  a  generaJon  ago;    •  29%  of  workers  felt  quite  a  bit  or  extremely  stressed  at  work;    •  26%  of  workers  said  they  were  "oUen  or  very  oUen  burned  out  or   stressed  by  their  work";   •  Job  stress  is  more  strongly  associated  with  health  complaints  than   financial  or  family  problems.     Source:    NIOSH  report     28
  27. 27. Drug  Use  by  Employment  Status:  2009  and  2010   •  Nearly  75  percent  of  all  adult  illicit  drug  users  are   employed,  as  are  most  binge  and  heavy  alcohol  users.   How  Does  This  Effect  the  Employer?   •  Studies  show  that  substance-­‐abusing  employees  are   more  likely  to     •  change  jobs  frequently     •  be  late  to  or  absent  from  work     •  be  less  producJve  employees     •  be  involved  in  a  workplace  accident     •  file  a  workers’  compensaJon  claim.     Source:  NaJonal  InsJtute    of  Drug  Abuse     29
  28. 28. Increasing  Obesity  Cases  •  66%  of  the  total  adult  populaJon   in  this  country  is  currently   overweight  or  obese.  •  Americans  work  longer  hours   than  almost  any  other  country   on  the  planet,  so  we  have  the   least  leisure  Jme  to  enjoy   physical  recreaJon.  •  Americans  eat  fast  food  because  they  don’t  have  Jme  to   prepare    healthy  meals.  •  Obesity  costs  companies  more  than  $12  billion  per  year.   (Washington  Business  Group  on  Health)   •  This  cost  is  due  to  higher  health  insurance  costs,  paid   sick  leave,  life  insurance  and  disability  insurance.       Source:  Agency  for  Healthcare  Research  and  Quality     30
  29. 29. Balancing  Work  &  Home  to  Live  Life   •  Manage  8me  at  work  well   •  Iden8fy  boClenecks  in   work.   •  Effec8ve  planning   •  Prac8ce  saying  ‘No’   •  Develop  posi8vity   •  Art  of  Priori8zing  family/ personal  interests   •  Develop  strong  family  bonds  –   dining  together  on  every   weekend,  mandatory  holiday   every  year   31
  30. 30. Destroyers  of  Work-­‐Life  Balance  • Unexpected  stringent  deadlines  • Inefficient  team  • Workaholic  superiors  • Overambi8ous  personality  • Employee-­‐unfriendly  organiza8on   prac8ces  • Family/organiza8on  crisis       32
  31. 31. What  can  an  organizaJon  DO  ???  • Employee-­‐friendly  HR  policies  –  availing   leaves  mandatory  • Seang  realis8c  targets  &  promo8ng   work  culture  to  aCain  W.L.B.  • Extra  Facili8es  –  medical  facili8es,   flexible  8ming,  child-­‐care  facility  • Training  employees  to  counteract   stress,  work-­‐life  conflicts,  work  force     diversity       33
  32. 32. Review,  Revise  Policies    Policies  should  allow  employees  the    opJon  to:  telecommute,  job  share,    use    flexible  start  and  end  Jmes  with    Paid  Time  Off  (PTO)  accruals    versus  sick  and  vacaJon  buckets  as  “use  it    or  lose  it”  benefit.    ROWE  –  Results  Orientated  Work    Environment.  
  33. 33. Technology  Can  Help    The  use  of  different  technologies  available    today  can  help  companies  gain  a    compeJJve  edge  over  their  compeJJon,    such  as:  Ø   Onboarding  –  EffecJve  personality  profiles.  Ø RecruiJng.  Ø Performance  SoluJons.  Ø Background  and  Reference  Check  Systems.  
  34. 34. Use  the  ROCK  STAR  Acronym:  •  Reachable  –  Goals  should  fit  the  role  and  job  descripJon  &   allow  employee  to  be  challenged.  •  Opportunity  –  Offer  chances  to  work  on  new  projects,  or  in   a  new  division  or  group.  •  Challenging  –  Challenge  employees’  skills  &  abiliJes  to   enable  them  to  reach  new  levels.  •  Knowledge  –  Offer  opportuniJes  to  be  mentored.  •  Tasks  –  What  new  tasks  can  be  given  to  employees  who   want  to  increase  their  learning?  •  Acknowledgement  –  When  employees  go  above  and   beyond,  they  want  to  be  acknowledged.  •  Relevant  –  Work  should  be  relevant  &  congruent  to  the   company’s  mission  &  values.  
  35. 35. What  is  the  ROI  for  the  Employer?   • Companies   that   offer   op8ons   to   meet   employees’   work-­‐life   balance   can   reap   significant  ROI:   • Fewer  aCendance  problems.   • Increased  loyalty.   • Reduced  turnover.   • Less  8me  to  fill  posi8ons.   • Fewer  on-­‐the-­‐job  accidents.   • Increased  morale.     37
  36. 36. Sherri  EllioC-­‐Yeary,  SPHR  Email:  TwiEer:  @sherriellioE    Blog:  hEp://  Ties  to  Ta/oos™©  available  at:   38
  37. 37. SilkRoad ResourcesAchieving Work-Life Balance Through SilkRoad!o  For a full listing of SilkRoad resources. including case studies, videos, eBooks and research please visit: www.silkroad.como  Questions: sales@silkroad.como  For a full listing of upcoming webinars please visit:o 39
  38. 38. Join Our Next TM WebinarTechniques for Using Goals to Drive Business Execution: When Just Being Smart Is Not Enough Tuesday, Oct. 11, 2011 •  TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at Join the Talent Management magazine Network #TMwebinar