Comments on: Where’s Work+Life Flex on SHRM’s National Conference Agenda? Essentially Missing.

By: work+life fit, inc.

work+life fit, inc. — Wed, 19 May 2010 22:19:00 +0000

[...] (Society for Human Resource Management), I’m confused…again. Do you see work+life flexibility as strategic, legislative or [...]

By: work+life fit, inc.

work+life fit, inc. — Tue, 16 Mar 2010 20:11:41 +0000

[...] the fact that work+life flexibility is essentially missing from SHRM national conference agenda, how can its research offer a path to a more strategic, forward-thinking conversation about [...]

By: work+life fit, inc.

work+life fit, inc. — Tue, 05 Jan 2010 13:04:59 +0000

[...] Where is Work+Life Flex on SHRM’s National Conference Agenda? Essentially Missing. [...]

By: Cali

Cali — Fri, 18 Dec 2009 16:24:40 +0000

Barbara,

I hear you. I too get the same immediate “I get it” from line managers and leadership when I talk about the broad business impacts from a strategic approach to work+life flexibility that’s part of the day-to-day operating model. But the challenge is 1) getting in front of line leaders to share a solution that most don’t even know exists if HR isn’t bringing it to their attention, and 2) effective implementation in terms of aligning rewards, evaluation, recognition, paid time off policies, training, etc. if HR doesn’t see the urgency and relevance to all of the talent, retention, diversity, engagement issues they are “tasked” with.

Yes, I think HR is missing a HUGE opportunity to have a seat at the table to solve the business challenges that line is grappling with by not championing a strategic, business-based approach to flexibility. And, yes, as much as I wish it weren’t this way, we are going to have to find other avenues outside of HR to get to the business people. That is unless we can get HR to see the opportunity, understand the process to make flexibility real (and it’s NOT about programs and policies) and help them make the business case to the line.

Thank you so much for your insight. You are a true pro.

By: Barbara Miller

Barbara Miller — Fri, 18 Dec 2009 15:51:38 +0000

Cali
Your shock is not a surprise to me. We helped to spearhead the landmark Ford Foundation sponsored research on work-life challenges. I wrote a book: ReInventing Work: Relinking Life and LIvelihood to Benefit Business and Staff that teaches managers and teams how to address work-life as a business strategy. I have been asked to speak at numerous conferences. I have submitted proposals to SHRM but have never been selected to speak. It has been interesting to me over the years to find that when I speak at conferences with line managers, I receive immediate requests to assist them. When I speak at more HR oriented conferences folks find the work interesting but I receive few follow-up requests. My conclusions: line managers feel the pain on a day-to-day basis and want to find solutions to what they see as a business challenge — finding ways to keep their staff engaged and working at optimum productivity levels. Line manages are willing to take measured risks to solve their problems. Line manages see first-hand how work-life challenges impact their ability to achieve their business goals.

Is HR making itself less relevant by ignoring the challenges of line managers? Do we bypass HR and go directly to the line to help managers address their needs?

Barbara Miller, President, Artemis Management Consultants