Archive for May, 2014

FREE Webinar 5/21 at 2 pm EST–Intentional Flexibility: 5 Steps to Move Beyond Ambivalence

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“Ambivalence” is defined as the coexistence of positive and negative feelings toward the same object or action simultaneously drawing you in opposite directions.

According to our new research, full-time U.S. workers see ambivalence when asked about employer commitment to work life flexibility  — 46% say their employer’s commitment is strong, while the other 45% aren’t so sure the commitment is there.

On the surface, this uncertainty seems to contradict reality when you consider that 97% of full-time employees said they had some form of work life flexibility in 2013 (with 23% reporting an increase from the prior year), and almost one-third of respondents indicated they did most of their work from a remote location other than their employer’s site.

But the ambivalence is happening, and it keeps organizations and individuals from realizing the full benefit of a more strategic, intentional approach to flexibility in how, when and where work is done.

Join me LIVE on Wednesday, May 21st at 2:00 pm EST for a 45-minute webinar where I will discuss:

  • Highlights of our new research, “Employees Sense Weakened Commitment to Work Life Flexibility.
  • Why employers may be ambivalent toward work life flexibility, even though most of their employees report having at least some form of it, and
  • The five steps employers and individuals can take to move beyond unproductive ambivalence and confidently embrace the benefits of strategic, intentional flexibility.

Click HERE to register.  See you on the 21st and bring your questions!

Check out the infographic of research highlights we will discuss:

 

 

Employees Sense Weakened Commitment to Work Life Flexibility (INFOGRAPHIC)

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The infographic, below, summaries key findings from our most recent national research report,“Ambivalence is Not a Strategy: Employees Sense Waning Commitment to Flexibility.”

Findings are based on a national probability telephone survey of 556 full-time employed adults conducted by ORC International during December, 2013.  The survey has a margin of error of +/- 4%.

Work life flexibility is defined as “having flexibility in when, where and how you work.  It allows you to flexibly allocate time and energy between your work life and personal life.”

Click HERE for link to infographic PDF:

NEW Research Finds Employees Sense Weakened Commitment to Work Life Flexibility / Lack of Training Contributes to Eroding Confidence

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Things have been a little bit quiet on the blog for the last couple of months due to the overwhelming response to the first report we released from our study of full-time U.S. workers conducted with ORC International.

Today, we release the second report from the study.  We hope it generates an equally robust debate.   Be sure to scroll down and sign up for next week’s webinar “Intentional Flexibility,” because ambivalence is not a strategy!

 

 

New Research Finds Employees Sense Weakened Commitment to Work Life Flexibility 

Lack of Training Contributes to Eroding Confidence

More than 4 in 10 full-time employees surveyed reported their employer’s commitment to work life flexibility may have waned in the past year, despite the overwhelming availability of workplace flexibility, according to a new research report from the Flex+Strategy Group/Work+Life Fit, Inc. (FSG/WLF).

The findings are based upon a national probability telephone survey of 556 full-time employed adults conducted by ORC International with a margin of error of +/- 4 percent. The FSG/WLF research, part of a biennial study first conducted in 2006, also found:

  • Almost all full-time employees (97%) reported having some form of work life flexibility in 2013.
  • But, a majority (57%) of employees did not receive training or guidance on how to manage work life flexibility.
  • A majority of employees (62%) continue to cite obstacles to work life flexibility with the number of employees noting their workloads increased/they had no time rising from 29% in 2011 to 37% in 2013. Women (44%) citied this as an obstacle significantly more than men (33%).
  • A higher percentage of respondents (85% in 2013 compared to 66% in 2011) believe employee loyalty, health and performance suffer in workplaces without work life flexibility.

“It’s not just Yahoo, Best Buy and Bank of America that have sent mixed signals on flexibility in the past year or so,” said Flex+Strategy Group CEO Cali Williams Yost, a flexible workplace strategist and author. “Despite the fact that almost all full-time employees had some type of work life flexibility in the last year employees see and sense employer ambivalence toward work life flexibility.

“Ambivalence, however, is not a strategy,” Yost warned. “Organizations need to be intentional and deliberate about what type of flexibility works for their business.”

The latest FSG/WLF research found respondents were equally split between the 46% who described their employer’s commitment to work life flexibility as strong and the 45% who described it as uncertain. Among those who described the commitment as possibly weakening, 20% said it was evident their company reduced flexibility, 5% said they heard rumors or noticed signs of a decreased commitment and 20% said their employers are committed for now, but that could change. Further, 8% responded they didn’t know.

One reason for this eroding employee confidence is that nearly 60% of respondents said they did not receive any guidance or training to help manage their work life flexibility compared to only 40% who did receive such guidance/training. Those who did not were more likely to say it was evident their employer reduced work life flexibility while conversely those who did receive guidance/training were more likely to say their employer had a strong commitment.

We can’t expect employees to effectively manage and leverage work life flexibility when most receive no guidance or training. It’s not enough to just offer the option or provide a laptop,” explains Yost. “A strategy to maximize workplace flexibility should be as important to a business as a strategy to develop new products or identify new markets.”

More than ever, the need for such guidance is critical as a higher number of respondents in 2013 – more than 8 in 10 – cited negative impacts of workplaces without work life flexibility. A majority agreed employee loyalty (68%), health (64%) and performance (64%) suffer.

The way we live and work is changing and how well we each manage that change can affect health, wellbeing and business performance. Work life flexibility, or fit, is not only key to employee health and wellness, but also an important factor in sustainable business success,” Yost explains. “With a better understanding of this new reality, employers can empower their people to take personal accountability and action and develop informed strategies that suit the unique needs of their business and their workforce.”

Yost advises organizations to analyze how, when and where employees are working and then develop a strategic approach to work life flexibility tailored to those findings. This includes providing guidance and training that helps employees do their best both on and off the job while helping the business improve productivity, reduce costs and increase employee morale and engagement.

Yost will discuss her latest research in more detail and describe the critical elements of Intentional Flexibility in a 45-minute webinar Wednesday, May 21 at 2 p.m. EST. Register HERE.

Links to the summary report of findings and the infographic are below and can be found, along with previous FSG/WLF research, at www.worklifefit.com/research: