Work Life Balance: Traditional and Non-Traditional Approaches

Charlie Rosenblum September 30, 2014

Traditional and Non-Traditional Approaches to

Work Life Balance

Charlie RosenblumDirector, Employee Services

Work Life Balance – Can You Really Do It?

Can you really achieve some kind of equilibrium by managing your time more efficiently or are the competing forces

simply too overwhelming?

The traditional approach says – Yes, you can – the non-traditional approach

says that you should use additional methods. 1

The Regus Work Life Balance Index

2

Survey over 16,000 professionals in 80 countries

24% increase from 2010-2012 to 61% satisfaction

Highest satisfaction rate is China, Brazil and Mexico are tops – Germany, UK and Belgium are lowest

U.S. ranks slightly above the global average at the mid point of surveyed countries

Source: Regus Work Life Balance, May, 2012

Traditional Methods

Alternate Work Schedules (Fixed) Alternate Work Schedules (Flex) Alternate Work Locations Job Sharing Telecommuting Job Redesign

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Alternate Work Schedules (Fixed)

Advantages Improved Customer Service Accommodates Individual Needs –

Especially Special Needs More easily controlled for Non-Exempt

Disadvantages Intra-Office Jealousy Work w/o Supervision May Require Periodic Rotation Reduced Availability during ‘Normal’ Hours

4

Alternate Work Schedules (Flex)

Advantages Fully Accommodates Need Useful for Semi-Independent Workers Works easier for exempt employees

Disadvantages Intra-Office Jealousy Work w/o Supervision May Require Periodic Rotation Reduced Availability during ‘Normal’ Hours Exempt vs. Non-Exempt Complicates Scheduling and Customer Service

5

Alternate Work Locations

Advantages Resolves Some Short Term Problems (i.e.,

Illness) Useful for Difficult to Fill Positions (i.e. IT) Potential to Spread University Image

Disadvantages Intra-Office Jealousy Open to Abuse w/o monitoring (Supervision) Rarely a Long Term Solution Reduced Efficiency due to Split Departments Difficult Project Coordination Complicates Coordination

6

Job Sharing

Advantages Potential to Resolve Two individual Problems Potential to Increase Cross Training

Disadvantages Difficult to Evaluate Effectiveness Rarely a Long Term Solution Potential for Reduced Accountability Difficult Project Coordination Complicates Coordination

7

Telecommuting

Advantages Appeals to Millennials (Especially in IT) Saves Office Space & Overhead

Disadvantages May Require Home Inspections Usually Limited to IT or Certain Exempts Potential for Reduced Accountability

(Supervision) Difficult Project Coordination Senior Management May Disapprove Intra Office Jealousy Difficulty with Workman’s Compensation

Claims 8

Job Redesign

Advantages Accommodates Individual Needs Improves Individual Motivation Combining Tasks & Employee Involvement Ability to Form Natural Work Groups Potential for Improved Customer Relations

Disadvantages May Impact Many Other Positions Costly Learning /Training Curve Benefit Only to the Few Intra Office Jealousy Required Detailed Planning and Coordination

9

Sick Leave Pool

Advantages Accommodates Individual Needs Improves Overall Benefits Package &

Recruiting Safety Net for Long Term Illness Fosters a Culture of Caring

Disadvantages Sick Leave Can Be a Costly Liability Favors Large Institutions versus Small and

Medium Businesses Requires Well Designed Policy Might Retain Undesirable Employee

10

Non-Traditional Methods

Focus on the Whole – Leadership from the Top to the Bottom

Wellness Programs Motivation versus Accommodation Impact of Technology Understanding Generational

Differences Employee Assistance Programs

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Focus on the Whole – Leaders Define the Culture

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Leaders top to bottom must be committed to fostering an inclusive culture of caring

Consistent demonstrations by initiating and resourcing programs

Senior leaders support the managers who support the first line supervisor

Employees respect the leaders who demonstrate integrity and ethical behavior

Leaders reward and punish fairly

Wellness Programs

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Funding, Funding, Funding Gym Passes, On-Site Trainers, Wellness

Fairs, weight loss programs Dedicated Staff Member to coordinate Coordination with Marketing – maintain

visibility Improves community involvement Must be strictly voluntary – provide

incentives w/o penalty – expect less than 50% participation

HR can plan, facilitate and

promote

Leadership must resource

and lead by example

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Motivation vs. Accommodation

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Focus on what motivates your employees?Achievement RewardAdvancement ResponsibilityThe Work Itself

Engage and challenge your employees Supervisors may be too quick to

accommodate out of fear Supervisors and managers as coaches Positive Emotions Relationship with Others

Wahoo!

We’re going to

die!!!

13

Impact of Technology

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A Nation of Workaholics The mobile office – it goes where you go The yen for perfection Technology novices and technology experts Technology as an extension of social lives How much Facebook and Twitter will you

tolerate?

Generational Differences

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44+ (Up to 1945)

25-43 (1946-1964)

8-24 (1965-1981)

0-7 (1982-1997)

Summary

Traditional and Non-Traditional Methods need to be combined for maximum effectiveness

HR can develop, plan and coordinate but must convince the senior leadership that these methods are essential for organizational success

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Thank You!Questions?