s companies employ a wide range of workers from different generations, a variety of work-life balance programs are needed to meet expectations within the workforce because there is no one-size-fits-all approach. But challenges exist to ensure all management levels recognize the need to institute work-life balance programs, adapt a variety of programs that satisfy the needs of a multigenerational workforce and raise awareness of available programs once in place. Join us for this webinar, Staying in Balance: Workforce Changes & Corporate Culture, and learn why addressing the needs of today’s multigenerational workforce is key for human resources professionals. During this webinar, we’ll discuss findings from a Workforce magazine and Cvent study related to the necessity of work-life balance programs and how they are perceived by today’s multigenerational workforce, including: How different generations think about work-life balance, and the implications for attracting and retaining emerging generations. The need to address work-life balance. Factors that negatively affect work-life balance. The biggest challenges facing HR departments. The importance of employee engagement programs to measure work-life balance program effectiveness.

1. The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Staying in Balance: Workforce Changes &
Corporate Culture
#WFwebinar

2. Speakers: Mike Phillips Sarah Kimmel
Director of Feedback Stragegy Director of Research and Advisory Services
Cvent Web Surveys Human Capital Media
Moderator: Sarah Sipek
Associate Editor
Workforce magazine
Staying in Balance: Workforce Changes &
Corporate Culture
#WFwebinar

3. Tools You Can Use
Audio Control
– A dial in number will not be provided.
– Adjust the volume by sliding the
indicator in the Media Player box to the
left.
– Also check your computer’s volume for
external speakers or headsets.
#WFwebinar

4. Tools You Can Use
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
Evaluation
Share This
Group Chat
HRCI
WF Webinars

5. Tools You Can Use
Q&A and Live Group Chat
– Enter your first name and initial and join
the live discussion with other webinar
attendees
– Enter technical or content-related
questions into the Q&A box
– Type your question in the space at the
bottom.
– Click “Submit.”
Q&A
Group Chat

6. Tools You Can Use
Twitter
- Click “Post” in the Twitter widget.
#WFwebinar
@WorkforceNews
#WFwebinar

7. 1. May I receive a copy of the slides?
YES! Click on the resource list located on the top left portion of your
screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the presentation
on-demand.
3. Is this webinar HRCI certified?
YES! The HRCI certification code will appear in the box to the right of the
slides after the required watch-time has elapsed.
Frequently Asked Questions

8. Sarah Sipek
Associate Editor
Workforce magazine
Staying in Balance: Workforce
Changes & Corporate Culture
#WFwebinar

9. Mike Phillips
Director of Feedback Strategy
Cvent
Staying in Balance: Workforce
Changes & Corporate Culture
#WFwebinar
Sarah Kimmel
Director of Research and
Advisory Services
Human Capital Media

10. Staying in Balance:
Workforce Changes
& Corporate Culture

11. Mike Phillips
Director of Feedback Strategy
Cvent Web Surveys
Today’s Speakers
Sarah Kimmel
Director, Research & Advisory Services
Human Capital Media Group

12. Agenda
Generational Differences
Study Details
Study Results
Importance of Employee Engagement Programs
Creating an Engaged Workplace for All
Questions & Answers

13. About Cvent
NYSE:CVT
publically-traded company
1300+
customers
1,450+
full-time employees worldwide
Recent
Awards

14. About Workforce
Workforce Magazine
Workforce is a multimedia publication that covers the intersection of people management
and business strategy. Our community of senior-level human resources executives and C-
level officers are the key decision-makers on talent management matters in the 2,500 largest
corporations in America. They read us for our editorial focus and relevance to help them
improve their business — and their bottom line — through effective management of the
workforce. Our content helps HR professionals approach their jobs from a more strategic,
big-picture, business-results perspective.

15. No One-Size-Fits-All Approach

16. Understanding Generations
in Workforce

17. Study Background

18. Respondent Details
• Surveyed 504 HR professionals at management level and
above across industries
• This study addresses the opinions of those professionals
regarding the attitudes of different generations toward work-life
balance and what members of those generations are looking for.
• Organizations included small, midsize and large enterprises:
• Small: Less than 1,000 employees
• Midsize: 1,000 to 5,000 employees
• Large: More than 5,000 employees

19. Results: Generational Gap

20. What are the
workplace culture
expectations of
each generation at
your organization?
Percentage of HR professionals who rank these
expectations as a key concern for each generation.

21. HR’s Perception of the generational demand for
Services at Work to Help Manage Work-Life
Balance
• According to HR professionals,
Millennials and Gen Xers have
much higher expectations for
their employers regarding
services to help manage
work/life balance.
• Child care
• Financial planning
• Demand for these offerings is
more than double what it is
among baby boomers.
Percentage of HR professionals who rank this
expectation as a key concern for each
generation.

22. Employees Needing to Address Personal
Challenges Should not be Penalized
HR Professionals
recognize that workplace
culture expectations
have changed in the
younger generations.
Percentage of HR professionals who rank this
expectation as a key concern for each generation.

23. Which Work-life
Balance Programs
are in Place at
your Organization?

24. Results: Priorities

25. Is the Need to Address Work-life
Balance a Priority at your Organization?

26. Work-life balance is increasing
as a priority concern
51.6%43.2%
5.2%
Over the past three years, has addressing work/life balance been
increasing or decreasing as a priority concern?
Increasing
Stayed the same
Decreasing

27. Results: Concerns
and Challenges

28. Top 3 Factors that Create a Perception of Imbalance
Between Work and Personal Life Among Employees
Factors contributing
to the perception of
work/life imbalance
are both logistical
and cultural.

29. Does Senior Leadership Generally Consider Work-life Balance
Initiatives to be a Requirement for Sustainable Business
Practices or as Privileges and Perks for Employees?

30. How well are they doing?
35.7%
34.7%
27.2%
33.0%
38.7%
40.2%
50.4%
42.4%
0% 10% 20% 30% 40% 50% 60%
My organization does a good job of
communicating the importance of
work/life balance as a means toward…
We have many programs at my
organization that are designed to make
it more convenient for employees to…
Senior management communicates
often about the importance of employee
balance and health.
We train supervisors and managers on
the need to empathize with and support
employees when they need personal…
Agree
Disagree

31. Are employees involved in the process?
• One in three organizations
asks employees to submit
ideas for improving work/life
balance. Of those:
• Two thirds report those ideas
to senior leadership.
• One in four report those ideas
in an open forum.
• Two thirds implement some of
the ideas they receive from
employees.

32. Telecommuting Attitudes at Organizations
• Half of the organizations we
surveyed said that they had
some kind of flexible distance
work programs in place.
• Nearly 9 in 10 report that
flexible distance work
arrangements are important
to millennials.
• One in four organizations we
surveyed report that they
have a clearly articulated
telecommuter policy in place.

33. Importance of Employee
Engagement Programs to Measure
Work-life Balance Program Effectiveness

34. Employee Engagement Defined
The measurable degree of an employee’s
positive or negative emotional attachment
to their job, colleagues and organization
that profoundly influences their willingness
to learn and perform at work.
“ “

35. Current State of Measurement
[CATE
GORY
NAME
]…
[CAT
EGO
RY…
[CATEGOR
Y NAME] -
[VALUE]
“Do You Have A Formal Employee Survey?”
In spite of the importance of
employee retention to agency
success, more than two-thirds of
those surveyed do not have a formal
process, such as employee opinion
surveys or other research tools, for
assessing employee engagement.
Employee Engagement Study, July 2012
“ “

36. Why is Engagement Important?
Revenue: engaged employees play a major role in helping
achieve revenue goals.
Employee retention: engaged workforces enjoy higher
retention rates.
Productivity: engaged employees are more productive.
Morale: engaged employees have higher morale.
Creativity: engaged employees are viewed as more creative
and innovative.
Stakeholder loyalty: engaged employees are key to creating
more loyal stakeholders.

37. Work-Life Balance and Employee Engagement
“Organizations that create cultures that value balance, and
assist employees to achieve life balance will be rewarded with
highly engaged employees. Work-life balance does not mean
that employees are not loyal, nor committed to their
organizations, it means that employees want to lead whole
lives, not lives solely centered on work.”
Vince Molinaro, PhD and David Weiss, PhD
Knightsbridge Capital Management
“Driving Employee Engagement”
April 13, 2014

38. Creating an Engaging
Workplace For All

39. Please complete the
webinar evaluation.
#WFwebinar

40. Join our next Webinar!
Calculating Overtime Correctly under the Fair Labor
Standards Act (FLSA)
Wednesday, February 4, 2015
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at
www.workforce.com/webinars
OR click the icon on the widget bar!