Top three work/life challenges

Managing work schedule (46%)

Worrying about retirement (41%)

Finding flexible work (21%)

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Flexing, Floundering or ‘Just Fine Thanks’:

Work/Life Issues in America

5 Key Takeaways1. Working Americans are struggling to manage

work life priorities and want both company and government support.

2. Employers are open to government playing a role in work life issues.

3. Flexibility is offered by a majority of companies, most often in the form of accommodation.

4. Employees feel that employers have not gone far enough in helping them manage their work life issues.

5. Forward-looking employers can gain competitive advantage by closing the gap. “It’s tough to find time to

take my elderly mother to the doctor, take care of my teen, husband, house and everything else I have to do.”

This study was conducted to explore the attitudes of American workers and employers regarding

work/life issues. Not surprisingly, employees said they were struggling to manage their schedules,

care for children and aging relatives, and balance conflicting priorities. They also expressed concern

over financial and job security given the current economic climate. Employees are tired, frustrated and

seeking relief, and they’re open to that relief any way they can get it—through employer concessions

or government mandates.

American life: Conflicting prioritiesAmericans are managing multiple priorities involving home, family, work, illness, finances and job security. These challenges are not limited to caregivers.

“In addition to working a full-time job which requires me to travel, I’m attending a full-time graduate program.”

The Flexibility GapMore than three-quarters of employers (77%) said they offered workplace flexibility, most often in the form of accommodation (addressing requests on an informal basis). And while 64% percent of employees reported their companies offered flexibility, only a small percent felt that was good enough. Just one-fifth (20%) of employees surveyed felt their employer was supportive of work/life issues.

That gap in perceived flexibility means employers aren’t getting the full benefit for the accommodations they do offer. Studies have shown that employee perception of workplace flexibility is a critical factor in reduced stress, less absences, and greater commitment to the job.

Most Popular Flexibility Programs Reported by Employers

Flexible start and end times

Access to part-time work

Work at home 1-2 days per week

Compressed work weeks

Telecommuting more than 2 days per week

Paid time off bank

Other

Off-ramping / on-ramping programs

88%

65%

62%

42%

40%

33%

7%

5%

We’re known for our culture. It’s a very flexible, family-friendly work environment that expects professionals to contribute at very high levels, regardless of where they’re working.”

“Getting folks to pick up the slack for each other requires like minded people—so hire for attitude, train for skills!”

Take Steps to Improve FlexibilityManage to performance, not face time: Rework job descriptions to emphasize what must be accomplished and how progress will be measured. Then, manage to those standards instead of how and where the work gets done.

Resist Full-Time Employee Default: Before posting/hiring for a position, consider whether the job has to be done full-time and on-site. Could the job be performed on a part-time or project basis? Or, could it be broken in half and performed by two people?

Hire based on ability to perform: Look beyond age, location, and work history gaps to the skills and experience of the candidate. Judge the candidate more on their ability to deliver results and less on how they’ll do it.

Communicate: Clearly communicate company’s philosophy about workplace flexibility, along with current policies and work scheduling options. Set “group rules” around meetings, team members’ availability, etc. Wean clients away from mandatory face-time, create client teams to handle inquiries when a team member is out.

Flexibility comes in small packages“Flex start and end times” is the most popular flexibility program

BIG IDEA

Government has a role to playFlexible work options should be the biggest work/life priority for the new president, followed by equal pay (across gender lines) and affordable childcare, according to workers in this survey.

When asked which issues Congress should address, equal pay and paid maternity/paternity leave topped the list for both employees and employers.

Both employers and employees indicated some backing for government intervention in work life programs. Notably, both employers (63%) and employees (78%) showed strong support for the Working Families Flexibility Act which would require employers to respond to (but not obligate them to act on) employees’ flexibility requests.

They were split, however, on whether caregivers should be protected from discrimination by the EEOC (similar to the protections currently granted based on race, gender, national origin, etc.) with 56% of workers expressing support compared to only 36% of employers.

“Give tax breaks to those companies that offer flexible work environments.”

“When a large percentage of your salary is eaten by childcare, work becomes less attractive.”

Flexible work options

Equal pay

Affordable childcare

Paid maternity/paternity leave

Before/after school programs

Paid sick days

Other

None

70%

56%

44%

33%

29%

27%

6%

4%

Biggest Work/Life Priorities for the Next U.S. President

Survey Background Why: To explore the attitudes of American workers and employers regarding work/life challenges

When: October 7-October 20, 2008

Who: 684 people: 84% workers (employed, self-employed, unemployed, retired), 16% employers

How: Online survey

Our takeWork/life programs have a positive and well documented impact on business concerns like productivity, retention and profitability. Nevertheless, there is still a gap in what workers want and what employers offer to help manage conflicting priorities.

Employers cite several major barriers to implementing flexible workplaces that are not easy to overcome, such as: management buy-in, negative stereotypes of flex workers, manager training, and tradition. And yet, the needs and expectations of the American workforce have changed.

Clearly, both sides are open to intervention and support from government, but to shift the burden of change to government is to miss the point.

Despite current economic conditions that are spurring layoffs and a tightening job market, employers are going to face increasing workforce pressure as baby boomers downshift and retire, and Millennials with far different expectations for work/life balance replace them in larger and larger numbers.

The responsibility rests on all parties – employers, workers and government – to continue the conversation, take small, manageable risks, improve workforce productivity, and work toward a better quality of life.

© Life Meets Work Inc. 2008 All rights reserved.

“These programs allow us to attract and retain top talent in our industry, and they reflect our culture of being very in-tune with the needs of our employees”

The Business Case (in short) for FlexThe case for flexibility has been well documented:

• Attract and retain the best, most talented employees

• Boost productivity and profitability

• Improve employee and customer loyalty

• Save money in utilities and overhead

• Reduce carbon footprint

BIG IDEA

ContactMake sure your organization is a flexible workplace that’s prepared for tomorrow.

Kyra Cavanaugh, Life Meets Work Life Meets Work supports flexible workers and the companies that employ them through consulting, workshops, and a website that offers information, resources and an online job board.

888-462-5691 kcavanaugh@lifemeetswork.com www.lifemeetswork.com

Liz Ryan, Ask Liz Ryan Ask Liz Ryan is a human resources consultancy and think tank focused on the new millennium workplace. Her online community reaches over 30,000 people around the globe with business, career and life advice.

303-440-0408 liz@asklizryan.com www.asklizryan.com