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
Best Practices in Creating Employee EngagementBambooHR
This slideshare walks you through 16 elements that create or detract from employee engagement. From getting the space you need to right alignment, we help you think through these aspects of what your employees may be feeling.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
Communicating Compensation to Executives and ManagersBambooHR
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation. We’ll also talk about pay transparency, and how to use compensation conversations as an opportunity to build both your culture and your internal influence.
With over 40 years in the staffing industry, we have helped our clients’ stay ahead of the curve by creating solutions that positively impact their’ key projects.
Now more than ever it is important to partner up with a staffing firm with the resources so you can benchmark your goals to what actually exists in the marketplace.
Best Practices in Creating Employee EngagementBambooHR
This slideshare walks you through 16 elements that create or detract from employee engagement. From getting the space you need to right alignment, we help you think through these aspects of what your employees may be feeling.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
Communicating Compensation to Executives and ManagersBambooHR
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation. We’ll also talk about pay transparency, and how to use compensation conversations as an opportunity to build both your culture and your internal influence.
With over 40 years in the staffing industry, we have helped our clients’ stay ahead of the curve by creating solutions that positively impact their’ key projects.
Now more than ever it is important to partner up with a staffing firm with the resources so you can benchmark your goals to what actually exists in the marketplace.
Selecting Candidates for Engagement and RetentionMonster
This PowerPoint deck will examine real ways to measure quality of hire and impact the value of talent on an organization.
Learn how to:
* Dispel myths on subjective recruitment measures
* Assess candidates for traits and competencies that are true identifiers of engaged employees within your organization
* Identify candidate’s fit within the organizational culture
* Provide best practices and low-cost tips to engage early and often.
* Discuss the generational differences in workplace concerns and about national trends in employee engagement.
We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call/what’s app: +91 8290772200
6 Common Candidate Objections and How to Handle ThemCareerBuilder
You only have one opportunity to make a first impression—so don’t let your first conversation with candidates fall flat. If you don’t respond to their concerns the right way, you could lose their interest—and lose out on top talent. Follow these tips to combat the most common candidate objections and build a lasting recruiter-candidate relationship.
Come to an exciting conclusion with our employee satisfaction PowerPoint presentation slides. This is a well-researched deck of thirty-eight slides on employee satisfaction and human resources. While briefing on your key agendas, elaborate on employee engagement key statistics. Whether you belong to the division of an assigned team or an appointed official on the lookout for impacting slides, it caters to every professional area. Whether you need to discuss on your survey plans or discuss the outcome of them, this employee satisfaction PPT deck is here to assist you for the same. All sorts of relevant charts and graphs, overviews, topics subtopics templates and analysis layouts are here in the set for a precise discussion. This design can be used for the various employee services analysis processes, which contains complex steps. Create a dramatic effect with our Employee Satisfaction PowerPoint Presentation Slides. Increase the amount of impact you have.
BPI group Executive Employment Trends Q2 2013BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive’s:
Base Salary Level
Education Level
Gender
Age
This third installment, on the topic of Employee Engagement and Retention, looks in some depth at the employee-employer relationship, including issues such as employee loyalty, happiness and commitment to the job. It also examines views about the employer’s reputation as a preferred place to work, and the circumstances under which employees explore alternative jobs and careers.
Five Steps to a world class onboarding program presentationEmilyBennington
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
Measurement is the first step that leads to control and eventually to improvement. If you cannot measure something, you cannot understand it. If you cannot understand it, you cannot control it. If you cannot control it, you cannot improve it.” ― H. James Harrington
Workplace surveys are one of the most common tools used to sense employee pulse and learn what is important to employees. They are generally used to measure satisfaction levels, concerns, and confidence at work. Surveys provide hidden insights on specific as well as broad issues that go unnoticed by the management.
However, conducting a survey is only the first step towards greater engagement. The biggest failure of a survey happens when a survey is conducted before any action is taken for the last survey conducted. Creating a plan to act on the results and implement changes that are visible to others is equally important.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Hiring managers don’t want to advertise jobs and job seekers don’t want to search through job postings.
Both want a magic wand that directly connects the right people with the right jobs by predicting job success. This is called Predictive Job Matching.
Discover how Netflix’s HR policies enable creative communication and collaboration resulting in an engaged and productive workforce.
HR professionals aren’t in the limelight as often as superstar CEOs. So when an internal policy document from a web video service was described as “one of the most important documents ever to come out of Silicon Valley” by Facebook’s Sheryl Sandberg, nobody was more surprised than the company’s own HR team.
Which company was it, and why such a stir? Grab your popcorn, sit back, and watch this feature presentation...
4 Ways to Communicate Compensation That Drive Strategic OutcomesBambooHR
Compensation is one topic that we can be unsure how to communicate. This webinar shares important research on the why communicating compensation correctly is so important and how to do it so that it drives strategic outcomes.
5 Reasons You Should Pay Employees For PerformanceBambooHR
Pay can be a sensitive topic—but that doesn’t mean you shouldn’t talk about it. Understanding the link between pay and performance can be vague. This webinar looks at what pay for performance is, the top reasons why it works, what mistakes are being made and what you can do today to build productivity through pay.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
In days gone by, people were happy to stick to an organization for a decade or more, often starting and ending their careers with a single company. That concept of permanency does not exist anymore. Job hopping is on the rise and becoming extremely common. A survey by staffing firm Robert Half found that 64% of workers favour job-hopping, a 22% increase from just four years ago.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
Closing The Gap Between Recruiting and HR Through Better OnboardingBambooHR
22 percent of new hires leave within their first 45 days. The gap between the candidate experience and actual employee experience creates a hardship on companies. This slideshare shows the gap, why it's happening and what to do about it.
Are you connecting with critical talent audiences through your digital communications? This 30+3 Webinar takes a close look at key strategic elements of digital employee and employer brand communications. From channel selection to media effectiveness, we'll examine the changing dynamics of digital communications.
Selecting Candidates for Engagement and RetentionMonster
This PowerPoint deck will examine real ways to measure quality of hire and impact the value of talent on an organization.
Learn how to:
* Dispel myths on subjective recruitment measures
* Assess candidates for traits and competencies that are true identifiers of engaged employees within your organization
* Identify candidate’s fit within the organizational culture
* Provide best practices and low-cost tips to engage early and often.
* Discuss the generational differences in workplace concerns and about national trends in employee engagement.
We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call/what’s app: +91 8290772200
6 Common Candidate Objections and How to Handle ThemCareerBuilder
You only have one opportunity to make a first impression—so don’t let your first conversation with candidates fall flat. If you don’t respond to their concerns the right way, you could lose their interest—and lose out on top talent. Follow these tips to combat the most common candidate objections and build a lasting recruiter-candidate relationship.
Come to an exciting conclusion with our employee satisfaction PowerPoint presentation slides. This is a well-researched deck of thirty-eight slides on employee satisfaction and human resources. While briefing on your key agendas, elaborate on employee engagement key statistics. Whether you belong to the division of an assigned team or an appointed official on the lookout for impacting slides, it caters to every professional area. Whether you need to discuss on your survey plans or discuss the outcome of them, this employee satisfaction PPT deck is here to assist you for the same. All sorts of relevant charts and graphs, overviews, topics subtopics templates and analysis layouts are here in the set for a precise discussion. This design can be used for the various employee services analysis processes, which contains complex steps. Create a dramatic effect with our Employee Satisfaction PowerPoint Presentation Slides. Increase the amount of impact you have.
BPI group Executive Employment Trends Q2 2013BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive’s:
Base Salary Level
Education Level
Gender
Age
This third installment, on the topic of Employee Engagement and Retention, looks in some depth at the employee-employer relationship, including issues such as employee loyalty, happiness and commitment to the job. It also examines views about the employer’s reputation as a preferred place to work, and the circumstances under which employees explore alternative jobs and careers.
Five Steps to a world class onboarding program presentationEmilyBennington
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
Measurement is the first step that leads to control and eventually to improvement. If you cannot measure something, you cannot understand it. If you cannot understand it, you cannot control it. If you cannot control it, you cannot improve it.” ― H. James Harrington
Workplace surveys are one of the most common tools used to sense employee pulse and learn what is important to employees. They are generally used to measure satisfaction levels, concerns, and confidence at work. Surveys provide hidden insights on specific as well as broad issues that go unnoticed by the management.
However, conducting a survey is only the first step towards greater engagement. The biggest failure of a survey happens when a survey is conducted before any action is taken for the last survey conducted. Creating a plan to act on the results and implement changes that are visible to others is equally important.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Hiring managers don’t want to advertise jobs and job seekers don’t want to search through job postings.
Both want a magic wand that directly connects the right people with the right jobs by predicting job success. This is called Predictive Job Matching.
Discover how Netflix’s HR policies enable creative communication and collaboration resulting in an engaged and productive workforce.
HR professionals aren’t in the limelight as often as superstar CEOs. So when an internal policy document from a web video service was described as “one of the most important documents ever to come out of Silicon Valley” by Facebook’s Sheryl Sandberg, nobody was more surprised than the company’s own HR team.
Which company was it, and why such a stir? Grab your popcorn, sit back, and watch this feature presentation...
4 Ways to Communicate Compensation That Drive Strategic OutcomesBambooHR
Compensation is one topic that we can be unsure how to communicate. This webinar shares important research on the why communicating compensation correctly is so important and how to do it so that it drives strategic outcomes.
5 Reasons You Should Pay Employees For PerformanceBambooHR
Pay can be a sensitive topic—but that doesn’t mean you shouldn’t talk about it. Understanding the link between pay and performance can be vague. This webinar looks at what pay for performance is, the top reasons why it works, what mistakes are being made and what you can do today to build productivity through pay.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
In days gone by, people were happy to stick to an organization for a decade or more, often starting and ending their careers with a single company. That concept of permanency does not exist anymore. Job hopping is on the rise and becoming extremely common. A survey by staffing firm Robert Half found that 64% of workers favour job-hopping, a 22% increase from just four years ago.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
Closing The Gap Between Recruiting and HR Through Better OnboardingBambooHR
22 percent of new hires leave within their first 45 days. The gap between the candidate experience and actual employee experience creates a hardship on companies. This slideshare shows the gap, why it's happening and what to do about it.
Are you connecting with critical talent audiences through your digital communications? This 30+3 Webinar takes a close look at key strategic elements of digital employee and employer brand communications. From channel selection to media effectiveness, we'll examine the changing dynamics of digital communications.
Check out Snagajob's "6 Surprising Hourly Job Seeker Insights to Fuel Your Hiring Strategy" webinar presentation now for an exclusive first look at our Q3 State of the Hourly Worker survey results.
We cover the 6 most compelling findings—plus, how employers can incorporate them into your hiring and recruitment plans.
View on-demand webinar on Snagajob: https://goo.gl/DkGxE1
Hiring or Applying for a Creative Position?Robert Half
Competition for top creative talent is intense. Here's a look at the hiring environment by the numbers, along with tips for employers and job seekers to navigate bumps in the road.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
New Explore Careers and College Majors 2024Dr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
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. 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. 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. 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. 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. 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. • 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. 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. 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. 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. 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. 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.
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. 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. 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. 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?