HR Knowledge: Creating a Flexible Workplace - SHRM India

Creating a Flexible WorkplaceLori K. Long, Ph.D. Class One

Employee and Labor Relations 2008

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Growing Demand

• Role of technology> Communication> Information access

• Generational priorities> Baby Boomers> Generation Y

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The Business Case for Flexibility

• Increases productivity

• Improves retention

• Helps meet diversity goals

• Aligns with social responsibility

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Increased Productivity

• A meta-analysis of 31 studies on flexible work found that flexible schedules increased productivity and reduced absenteeism.

• 39 percent of employees with flexible work arrangements reported increased loyalty and a willingness to work harder.

• Approximately one-third of managers said their work group was more productive because it included employees who used flexible work arrangements.

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Productivity – Organization Examples

• Flexible work options> Merck, Unilever, Bank of Montreal, Starbucks,

and Baxter International

• Telework program> Cisco

• Flexible work arrangements > McGraw-Hill

• Workplace flexibility> Capital One

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Improved Retention

• A Catalyst study found a strong correlation between a positive work/life culture and employee intent to stay at the organization.

• 73 percent of employees with high availability of flexible work arrangements say they would stay for at least another year.

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Retention – Organization Examples

• Best Buy: 90 percent reduction in employee turnover.

• Deloitte: $41.5 million savings in turnover costs.

• Aflac: Employee retention improved from 87 percent to 94 percent.

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Meet Diversity Goals

• Gender

• Age

• Disability

• Culture/religion

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Social Responsibility

• Reduces commuters

• Supports families

• Supports the community

• Encourages ethical behavior

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Wrap-up

• There are many reasons why flexible work is a good business decision.

• Before implementing flexible work options, employers should:> Understand flexible work options (Class Two).> Determine the goals of their initiative and select the

right options for their employees (Class Three).

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Flexible Work Options

• Categories:> Alternate schedules> Reduced-hour alternatives> Telecommuting

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Alternate Schedules

• Flextime

• Flexible schedule

• Compressed workweek

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Reduced-Hour Alternatives

• Part-time work

• Job sharing

• Contract work

• Seasonal work

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Telecommuting

• Full-time

• Partial week

• On occasion

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Beyond Schedules

• Other programs, policies and benefits can support work/life balance.

• Such programs and policies build a flexible culture.

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Wrap-up

• Before selecting the flexible work options, an employer should consider:> Employee feedback> Nature of work> Phased implementation

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Organizational Barriers

• Corporate culture

• Opposing policies

• Lack of understanding by managers

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Planning for Flexible Work

• Research to build a business case> Outside research> Determine internal goals

• Involve employees> Surveys> Focus groups> Exit interview data

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Flexible Work Policies

• Simple is better.

• Ask employees to submit a written proposal.

• Consider how other benefits may be affected.

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Resources

• Management training> How to determine who can participate.> How to measure performance outcomes.

• Employee support> How to write the proposal.> Coaching on how to work with flexibility.> Networking opportunities.

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Evaluating the Initiative

• Identify any issues and make any changes to improve the program.

• Justify the investment.

• Build support for future programs.

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Wrap-up

• Creative employees and employers will continue to find flexible ways to work.

• Flexible work initiatives will likely become organizational “must-haves” as more employers and employees discover the benefits of flexible work.

Thank You!

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Resource made available by SHRM US