Martha Ramirez, SHRM-SCP SPHR, CAE Divisional Director, Central SHRM 2014

Transcription

1 1 Martha Ramirez, SHRM-SCP SPHR, CAE Divisional Director, Central

2 What is Workplace Flexibility? 2

3 What is Workplace Flexibility? Workplace flexibility or workflex is a way to define how, when and where work gets done and how careers are organized. It is essential that flexibility work for both the employer and the employees to be effective. Flex Time & Place Regular or short-notice flex time Compressed workweeks Telecommuting Flex Careers Sabbaticals Dialing careers up & down Phased retirement Reduced Time Part-time & part-year work Time Off Paid vacations & sick leave Time off for caregiving Choices in Managing Time Self-scheduling & shift trading

4 Agenda 4 1. Why workflex is so critical today 2. How workflex adds value to the bottom line 3. How to create and maintain workflex in your organization 4. When Work Works and additional resources for creating flexible and effective workplaces

5 5 Why workflex? Why now?

6 6 The world is changing...

7 Some right reserved by Infrogmation

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11 Why Workflex is So Critical? 11 Your workforce is also changing and your workplace has to adapt

12 Why Workflex is So Critical? 12 Employees are increasingly experiencing a feeling of time famine or not enough time in the day Demographic Transformations 45% of men report work-life conflict, compared to 39% of women 1 in 2 employees expects to provide elder care in next 5 years Only 17% of American households have a stay-at-home parent anymore

13 Workflex Delivers Bottom Line Business Results 13

14 Bottom Line Business Results Employers save money Through telecommuting, Aetna has cut 2.7 million square feet of office space at $29 a square foot, for about $78 million in cost savings a year including utilities, housekeeping, mail service and document shredding In February 2010, remote work policies saved the Federal Government over $150 million over the five snow closures in December 2009 and February

15 Bottom Line Business Results Employees are happier and healthier 75% of Americans listed work as a significant source of STRESS Impacts absenteeism, diminished productivity, turnover, medical costs July 2011, survey by Staples Inc. of telecommuters 25% = reduction in stress 28% = increase in happiness 80% = better work/life fit 76% = put in extra time more loyal

16 Bottom Line Business Results Employees are more productive, engaged In 2011, Deloitte saved more than $45 million a year by reducing turnover From 2000 to CONTACTS reduced turnover from 140% to 35%

17 Bottom Line Business Results Workflex is a key recruitment, retention tool

18 Bottom Line Business Results Workflex is a key recruitment, retention tool 2013 Workplace Flexibility Survey 45% of workers would be willing to give up some percentage of their salaries in exchange for more workflex. Workers would give up 14% of their salary for more flexibility at work!

19 How to Create and Maintain Workflex in Your Organization 19

20 Step 1: Build the Business Case 20

21 Step 1: Build the Business Case 21 Some rights reserved by Christian Haugen

22 Step 1: Build the Business Case 22 This video makes the business case for flex in less than three minutes This video explains why workplace flexibility is essential to ongoing business success. Available at:

23 Step 1: Build the Business Case 23 Align Workflex with Current Initiatives

24 Step 1: Build the Business Case 24 Elements of a Strong Business Case Internal Data Employee engagement surveys, focus groups Turnover rates, time to hire, exit interviews Industry Comparables Benchmark data Case studies from relevant organizations Scholarly Research Demographics Impact and benefits of workflex

25 Step 1: Build the Business Case 25 Sources of data include: Asses your offerings- When Work Works offers free workflex assessment surveys of employers and employees as part of the Sloan Award application process All applicants get free, confidential reports comparing their responses to the biennial National Study of Employers Winners are offered support gathering recognition for their workflex efforts by When Work Works and local community partners and SHRM affiliates Be inspired- The Guide to Bold New Ideas includes all 2014 Sloan Award winners and their innovative strategies for making work work.

26 Step 2: Customize Your Program 26 What works for your business needs and organizational culture?

27 Step 2: Customize Your Program 27 What workflex arrangements will you offer? Remember, flex is more than telecommuting! Flex Time & Place Regular or short-notice flex time Compressed workweeks Telecommuting Flex Careers Sabbaticals Dialing careers up & down Phased retirement Reduced Time Part-time & part-year work Time Off Paid vacations & sick leave Time off for caregiving Choices in Managing Time Self-scheduling & shift trading

28 Step 2: Customize Your Program 28 Who will be able to flex? Some rights reserved by Walt Stoneburner & Robert Donovan

29 Step 2: Customize Your Program 29 How should managers evaluate requests? Consider: Needs of the business Nature of the position Individual work style Department restrictions/limitations Individual performance Starting with a pilot Whether you need informal or formal policies Make requests be reason-neutral. Strive for equity, not equality.

30 Step 3: Incorporate Change Management Strategies 30 Overcome resistance to workflex

31 Step 3: Incorporate Change Management Strategies 31 It s about culture change Image courtesy of digitalart/freedigitalphotos.net

32 Step 3: Incorporate Change Management Strategies 32 8 Components 1. Engage people across functions 2. Design implementation plan 3. Develop communication materials 4. Invest in training 5. Provide support to middle managers 6. Determine metrics to judge success 7. Build in accountability 8. Create continuous feedback loop

33 Step 4: Implement for Success Engage all your stakeholders across functions Facilities Management Legal Communication Workflex Initiative Human Resources Diversity & Inclusion Information Technology

34 Step 4: Implement for Success Build implementation plan and rollout schedule Some rights reserved by photosteve101

35 Step 4: Implement for Success Build communications strategy and materials We received the 2013 Sloan Award!

36 Step 4: Implement for Success Invest in training Some rights reserved by Silicon Beach Training

37 Step 4: Implement for Success Support your management team Some rights reserved by mariachily

38 Step 4: Implement for Success Determine Individual & Team Metrics (beyond utilization)

39 Step 4: Implement for Success 39 Step 7. Build in accountability

40 Step 4: Implement for Success Create continuous feedback loop Launch Communication Feedback Training Metrics

41 Workflex Success Story 41 TURCK USA is a leading manufacturer of Inductive Proximity Sensors, Capacitive Proximity Sensors, Connectors, Cables, Cordsets, Flow Sensors based in Minneapolis, MN. Turk believes its people are its greatest asset and they work hard to promote employee wellbeing with various programs including workflex to drive employee engagement and retention

42 Opportunity 42 Be a Workplace Hero Image courtesy of nokhoog_buchachon /FreeDigitalPhotos.net

43 Resources to Help You

44 Thank you! 44 Image courtesy of Stuart Miles/FreeDigitalPhotos.net

45 Thank you! 45 Martha Ramirez, SHRM-SCP, SPHR, CAE Divisional Director, Central (Please note that these slides are copyrighted material and may only be distributed to an audience at a SHRM speaker presentation. Further distribution is not allowed, except with permission by SHRM.)