The webinar discussed the importance of work-life balance, emphasizing that it is essential for attracting and retaining top talent, particularly among millennials. It highlighted the negative effects of job stress and obesity on employee productivity and health, advocating for supportive HR policies and flexible work arrangements. The session concluded that organizations that prioritize work-life balance can achieve significant ROI through increased employee loyalty and reduced turnover.

1. Work-Life Balance is NOT a Perk
Speaker: Sherri Elliott-Yeary
CEO
Optimance Workforce Strategies
Moderator: Mike Prokopeak
Vice President, Editorial Director
Talent Management magazine
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5. Work-Life Balance is NOT a Perk
Mike Prokopeak
Vice President, Editorial Director
Talent Management magazine
#TMwebinar

6. Work-Life Balance is NOT a Perk
Sherri Elliott-Yeary
CEO
Optimance Workforce Strategies
#TMwebinar

7. Work – Life Balance
is NOT a Perk
Presented by:
Sherri Elliott-Yeary, SPHR
September 27th, 2011 2 – 3 PM EDT

8. We’re Proud to Say…
97% Renewal Rate 5 Million Users 62 of the Fortune 500
1500+ Customers Award-Winning Customer Service 80+ Countries
8

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. Presented
by:
Sherri
EllioC-­‐Yeary,
SPHR
Op8mance
Workforce
Strategies

12. 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.

13. 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

14. 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.

15. CelebraJng
Fall

16. Skiing
in
Canada

17. Bike
Riding
in
Dallas
for
Charity

18. Zip
Lining
–
Costa
Rica

19. Snow
Mobile
–
Canada
Rockies

20. Whitewater
RaUing
in
Canada

21. Outdoor
Fun
in
Texas

23. Millennials
&
Boomers
23

24. Life
as
a
Millennial
Millennials
24

25. 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

26. 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

27. Work,
Home
and
Life
Work
(AmbiJons,
promoJons,
career
growth
etc.)
Home
Life
(Family,
social
responsibiliJes
etc.)
27

28. 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

29. 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

30. 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

31. 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

32. Destroyers
of
Work-­‐Life
Balance
• Unexpected
stringent
deadlines
• Inefficient
team
• Workaholic
superiors
• Overambi8ous
personality
• Employee-­‐unfriendly
organiza8on
prac8ces
• Family/organiza8on
crisis
32

33. 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

34. 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.

35. 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.

36. 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.

37. 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

38. Sherri
EllioC-­‐Yeary,
SPHR
Email:
sherri@geninsyght.com
TwiEer:
@sherriellioE
Blog:
hEp://
generaJonalguru.com/blog/
Ties
to
Ta/oos™©
available
at:
www.opJmancestrategies.com
www.generaJonalguru.com
www.amazon.com
38

39. SilkRoad Resources
Achieving Work-Life Balance Through SilkRoad!
o For a full listing of SilkRoad resources. including case
studies, videos, eBooks and research please visit:
www.silkroad.com
o Questions: sales@silkroad.com
o For a full listing of upcoming webinars please visit:
o http://www.silkroad.com/resources/Webinars.html
39

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