Employees’ #1 summer wish: TIME

If employees had it their way this summer, they’d be given the chance to leave early on Fridays and would have more flextime to work with, according to a new survey.

OfficeTeam recently polled more than 450 workers and found that time is at the top of most employees’ summer benefits wish lists.

Workers were asked “Which of the following summer benefits would you most like to have?” Their top answers were:

• Flexible schedules - 38%
• Leave early on Fridays - 32%
• Activities (e.g. company picnic, potluck) - 6%
• More relaxed dress code - 5%

“Employees appreciate flexibility in their jobs because it gives them greater control and enables them to handle other commitments without sacrificing their work performance,” said Robert Hosking, executive director of OfficeTeam.

Allowing employees to have more flexible schedules during the summer months and throughout the year can be an inexpensive way to improve motivation. Just like the “Leave the Office Earlier” holiday promoted earlier this month, most of us could use a break away from the office.

Employees are more stressed than ever, spending more time at work to complete increasingly heavier workloads. Allowing for workplace flexibility benefits both employees and employers by improving retention rates, productivity and reduces stress.

So, if you’re looking for a simple way to improve morale around the office, give employees more time away from it. Let them leave early on Friday or work from home for a few hours next week and make your employees’ wishes come true.

Does your office loosen up during the summer months to allow for more flextime? Is going home early on Fridays ever an option? Leave a comment and let us know.

Improve employee education from the inside out

“Give the proper tools to a group of people that want to make a difference, and they will.”

The above quote is a header on the Benefits page at Google Jobs, a company that was built on the premise that work should be challenging, but fun at the same time. For the hardworking employees who accept the challenge, Google offers some outstanding benefits.

From dining facilities, to gyms and even laundry rooms, Google tries to help out their employees in every way. That practice also holds true when it comes to continuing employee education.

The company offers up to $12,000 per calendar year for employees pursuing outside education that is relevant to their career. As long as employees show they’re serious about furthering their education and keep grades of “B” or better, Google will continue paying for it.

Though your company may not have the funds available to support a $12,000 education reimbursement program like Google, there are creative ways to promote employee education without spending a fraction of that kind of money.


From office to classroom

One of the easiest and most affordable ways to promote ongoing employee education is to create an in-house learning library.

Find a spot in the office, it can be anywhere from an empty cubicle to a hallway cabinet, to turn into a library. If possible, find a location that is central for everyone in the office to ensure accessibility.

Start building your library by asking everyone in the office to contribute and bring in books related on industry topics or career advice. Visit local used book stores and stock up on interesting titles that employees would find value in.

Don’t have the space for a physical library? Take it online. Set up a company Wiki using sites like PBWiki or Wikispaces and create an online learning library. Encourage employees to share information and post valuable resources that others in the office can learn from.

Give employees time, whether daily or weekly, to explore new topics with resources from your learning library. There’s no reason for creating a library if employees don’t have the time to use it.

For employees with the desire to further their education or learn more about their industry, an office library is an indispensable resource that they don’t even have to leave the office to take advantage of.

Providing employees with the tools they need to make a difference doesn’t have to cost a fortune. All you need is a great idea and anything is possible.