Are Your Flex-Work Strategies on Target?

67 percent of human resources professionals surveyed in the 2015 Workplace Flexibility Study believe their employees have a “balanced work-life.” But when you ask employees, you hear a different story. Recent research shows that employees struggle to find the right work-life balance, with more than two-thirds of today’s U.S. workers struggling to balance their personal and professional lives.

Why the disconnect?

Source: www.talentmgt.com

Workplace flexibility is a fairly all-encompassing term that that describes an employer’s approach to offering unique workplace policies that allow for some freedom in how, when, or where employees conduct their work.
The key, however, is mentioned about halfway through this piece:  “understand what flexibility really means to (your employees).” 
Some may prefer a flexible start time to help them avoid morning rush-hour.  Others may desire the ability to work from home some days to perform their individual focus work, or to avoid driving to the office in a snowstorm.  Some organizations have even gone as far as offering Fridays off during the summer for their people!  If your organization’s flexible work policy isn’t addressing the needs of your workforce, then it should be revised.

Developing a successful flex-work policy by offering a breadth of programs that appeal to all employees can have several benefits.  These include increased employee morale, a better sense of work-life balance, and an improved ability for your organization to attract and retain talent. 

Organizations, however, should do their due diligence to determine which employees are ultimately the right fit for flex-work.  Working from home, for instance, requires an individual to be responsible and self-motivated.  A successful teleworker is also one whose job function does not require daily face-to-face interactions with coworkers or guests to the office.  Our team recommends utilizing FlexMatch Suitability Assessments to determine the employees who can most likely adapt to remote work, and managers that are able to lead in new ways successfully.

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.
 

The 4-day Workweek is Real … for employees at these companies

A 4-day — or compressed — workweek is offered as an option to at least some employees at 43% of companies, according to the Society for Human Resource Management. But only 10% of those companies make it available to all or most of their employees.

It’s a perk more likely to be found at small companies, 14% of which make it available to all or most of their workers, while only 5% of large companies do the same.

While the concept of a compressed workweek isn’t new — it’s been common among nurses and emergency medical personnel, for instance — it’s not the norm for most jobs….

Source: money.cnn.com

Interested in a sure-fire way to attract and retain the best possible workers?  Ask yourself this: is your organization harnessing the power of flexible work arrangements?

We recently discussed that an organization’s flexibility with work schedules is one of the top factors that can lead to higher employee morale.  With a talented, more selective generation entering the workforce, offering an extra day off weekly or an ability to work from home when desired, will likely give your organization a recruiting edge over the competition.

Of course like with any change, a divergence from the traditional Monday through Friday, 9-5 work week will bring questions.  What day, or days, can we close early or give our employees off completely?  Who is the best fit for remote work?  How do we even decide which flexible working arrangements work best for us?

Fortunately, Stegmeier Consulting Group has the ability to answer these questions and more.  Utilizing our proprietaryFlexMatch Assessments (which can be customized to your organization) we can help arm leaders with the ammunition needed to determine the most suitable candidates for working remotely or participating in a flexible working arrangement.  We can then help review and craft policies related to the program, as well as establish training for individuals new to remote work.  We also specialize in developing training for managers, who under these new circumstances, would have to learn to lead individuals they can no longer see in-person.

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.

https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

The Death of the 9-to-5: Why We’ll All Work Flex Schedules Soon

Several months ago, I was talking to a college senior about her career plans. She wanted a job with flexible hours, and I asked why. The young woman said she wanted the freedom to take a short nap right after lunch when her energy flagged the most and the ability to work late at night when her brain was sharpest.

If I had made a comment like this when looking for my first job 16 years ago, I would have been laughed out of the room. But coming from a college student today, the request doesn’t sound all that strange.

Source: www.themuse.com

The infusion of the Millennial generation into the workforce has laid the groundwork for significant workplace changes to take place over the next 15 to 20 years.  This article, in fact, suggests Millennials may go as far as actually abolishing the idea of a 9-5 office environment all together by the year 2030!

Seem like a radical idea?  Perhaps.  It certainly would be a break away from a longstanding tradition of how, when, and where Americans conduct business. Fortunately, organizations today are getting a taste of the workplace of the future by implementing or expanding flexible work arrangements and work from home programs.  

Organizations should not be quick to dismiss these changes as fleeting trends or office fads.  With an astounding 77% of Millennials stating flexible hours will make them more productive, it’s beyond time for employers to consider the work preferences of their people moving forward.

If your organization is seeking to implement work policies that will help attract, retain, and take advantage of the immense potential of young talent, contact Stegmeier Consulting Group.

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.

 
https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

Flexible Work Arrangements: Managers Are Key to Their Success

How would you describe flexible scheduling? Does a standard definition come to mind?

In a new SHRM survey on flexible work arrangements (FWAs), which surveyed 525 HR professionals from a randomly selected sample of SHRM’s membership, “FWAs,” “flex time,” “workplace flexibility,” “flexible scheduling,” etc. are defined under the following definition:

“… A dynamic partnership between employers and employees that defines how, when and where work gets done in ways that work for everyone involved (including families, clients and other stakeholders).”

Source: www.tlnt.com

In order for organizations to have effective flexible working arrangements, senior leaders must ensure that offerings are made in earnest and that middle managers and employees are well-informed of the policies.   This article reveals that a whopping 50% of employees in this survey find out about flexible work arrangements while on the job.  Ideally, flexible work arrangements should be trumpeted as benefit during recruitment efforts, as they can be a great draw for today’s top talent.


It comes as no surprise then that within the organizations polled, most see those arrangements used by only 1 to 25 percent of the workforce despite their availability.  Certainly not every employee needs to take advantage of a flexible work arrangement, but it would be interesting to see employee utilization numbers after proper steps have been taken to ensure all employees are fully aware of how, when, and where they are able to conduct their work.  And of course, as the article mentions, leading by example goes a long way; anytime senior leadership works flexibly, mid-level managers are more inclined to do the same, and in turn, be more open to the employees they supervise following suit.


We at Stegmeier Consulting Group understand that communicating new or changing workplace policies regarding flexible work arrangements can be challenging and need handled with no small amount of delicacy.  In many cases, clients we work with prefer us to draft timely communications to their employees that can address questions or concerns up front.  We also have experience in crafting and revising flex-work policies to ensure your organization takes an effective approach to flexible work arrangements.  Let us help your organization get everyone on the same page when it comes flex-work.  As the definition mentioned in the article implies, flex-work is a dynamic partnership between an employee and employer, and each side must do their part to ensure the program’s success!

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.

https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

Flexible Working Myths

There are loads of myths about flexible working that may be putting you off, so we bust some of the most common ones.

Source: www.totaljobs.com

Op-ed pieces and interviews like this one can be a great source for new ideas, but they often do not have statistical sources listed. Never base your case for workplace flexibility on statistics from unknown sources! Be sure to fact-check before presenting to colleagues. Chances are, they will want to know the source as well.  

How Flex Work Is Impacting Business Collaboration

Contrary to predictions otherwise, many companies still marginalize flex work as a fleeting trend, oblivious to the direct impact it’s already made on businesses everywhere. The ability to work where you want and when you want is now a necessity for all types of workers—workers in the field, business travelers, employees catching up after office hours—pushing workplace technology to support new levels of mobility and flexibility.

Source: www.workflexibility.org

Envisioning what the future workplace will look like is always exciting for us here at SCG.  The survey results mentioned  in this article  predicting 73% of work will mostly take place from remote locations by 2050 reinforces our belief that companies will continue to seek out ways to offer mobility and flexibility to their employees in coming years.

But what will that look like?  Will almost everyone have a home office?  Perhaps.  Or perhaps we will see a continued surge in the popularity of Coworking spaces such as WeWork.  One thing is for certain: technology will play an enormous role, as it does already.  Websites and programs that allow for collaboration across great distances by distributed employees are almost sure to become more mainstream (for examples, see the 21 Tools That Will Help Your Remote Team Work Better Together).

And now the big question: where do you start?  If your organization is intrigued by the prospect of flexible and/or remote work for your employees and the associated benefits, contacting Stegmeier Consulting Group is a great first step.  Our initial services include a sharing of our research and experience in the field of Change Management, as well as our thoughts on how our consultants can assist in your initiative.  

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

Flexible Working: Why Do We Treat It As a Women-Only Issue?

It’s been two months since all UK employees gained the right to request flexible working. We talk to Tracey Eker, the founder of Flexiworkforce.com, the only job board in the UK that caters to candidates wishing to find full- and part-time flexible work, about what we need to do to turn Britain into a world which values productivity over presence.

What do we mean when we talk about flexible working?

Many people still equate the term “flexible working” with part-time work, but this idea is reductive, and in many cases, simply incorrect. People often confuse the two because traditionally, most jobs advertised have exclusively been for full-time or part-time positions. However, there is now a far greater variety of ways to work flexibly.

Source: www.theguardian.com

SCG Tip of the Day: Op-ed pieces and interviews like this one can be a great source for new ideas, but they often do not have statistical sources listed. Never base your case for workplace flexibility on statistics from unknown sources! Be sure to fact-check before presenting to colleagues. Chances are, they will want to know the source as well. 

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change


Flexwork for the Wrong Reasons Can Be Damaging

Many employers say they offer telecommuting and flexible work hours to employees, but in fact are cutting back on time for child leave or to care for an ill parent.

Source: www.nytimes.com

What does your flex work  strategy say about your company’s relationship with its employees? Some companies offer flex work as an option to ensure the productivity and well-being of their workforce, while others use it to cut corners and reduce employee benefits like child leave. It’s important to remember that flex work is just one part of the attraction and retention package. 

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change