Workplace flexibility muscles through recession

Despite the recession, a majority of employers have maintained or increased their workforce flexibility programs. Recent research shows that more than a quarter of employers (26%) are used workplace flexibility programs in attempts to avoid layoffs in the last year.

The Impact of the Recession on Employers (.pdf) by the Families and Work Institute measured a variety of trends including how employers are reducing labor and operational costs, and how employers are helping workers deal with the recession.

"It is hardly surprising that our survey finds that 77% of employers are cutting and controlling labor and operational costs during the recession," said Ellen Galinsky, co-founder and president of FWI.

"What is surprising is that that between 34% to 43% of employers are actively helping employees weather the recession, that employers are largely retaining or increasing workplace flexibility as way to manage through a difficult economic environment, and that 57% of employers are giving employees some or a lot of input about the flexibility they use."

Other notable survey findings include:

• Two-thirds of employers (66%) report a decline in revenues in the past 12 months. More than a quarter (28%) said revenues held steady and 6% saw increases in revenue.
• Employers’ two most common cost-cutting strategies were decreasing/eliminating bonuses or salary increases (69%) and lay-offs (64%).
• Most employers have maintained existing workplace flexibility options (81%) or increased them (13%). Another 6% had to reduce flexibility options.

The report also revealed how some employers have turned to their employees for ways to improve the business and cut costs. The most popular methods included a cost-savings program where employees submit cost-savings ideas and organizing active cost committees to make recommendations.

“Employers are increasingly recognizing the value of work-life balance policies to their bottom lines - now we see it's true in good times and in tough times," said Congresswoman Carolyn B. Maloney, Chair of the Joint Economic Committee.

"Offering flexibility to workers is a low-cost way to boost morale, loyalty, and productivity. This new report by the Families and Work Institute, confirms that smart employers are working with their employees to avoid layoffs. More employers should see these policies as an essential element of the 21st century workplace.”

How has your company helped employees get through the recession? Did they use workplace flexibility programs and/or other employee benefit programs?

Please leave a comment and let us know.

Go ahead, leave work earlier today. It’s a holiday.

Today is the 5th annual “Leave the Office Earlier” day. No, we’re not making this up, you can read the press release.

Productivity expert and best-selling author, Laura Stack created the holiday based on the idea that most employees are dealing with increasingly heavier workloads by spending significantly more time at work. “Leave the Office Earlier” day is a way to get employees and employers to agree to limit their time at the office to eight hours, at least just for a day.

New productivity statistics show that most of us could probably use a break. During the first quarter of 2009, U.S. workers, who are already the most productive in the world, improved productivity by 1.1 percent in the business sector, according to the U.S. Bureau of Labor Statistics.

"Given today's economy, the eight-hour work day will probably remain a myth to working Americans for the foreseeable future," says Stack. "June 2nd isn't about playing hooky or ditching work sooner. It's an opportunity for people to focus on changing work patterns, adjusting priorities, and engaging in conversations to find ways to achieve work/life balance while improving workplace productivity."

Another study by Corporate Voices for Working Families, revealed that workplace flexibility benefits employers and individual employees in such areas as productivity, customer service, employee work-life effectiveness, stress and well-being.

Eight out of ten employers and employees surveyed also said flexibility is important to recruitment and retention. Additionally, flexible schedules and innovative time-off policies help companies become an “employer of choice” for younger workers, according to the study.

Whether you think it needs an official holiday or not, workplace flexibility is quickly growing as a popular benefit that many job hunters in today’s labor market are looking for. But with the recession thinning out offices and putting more work on a smaller group of employees, some are finding it harder than ever to take that much-needed break.

Maybe a holiday like “Leave the Office Earlier” day is exactly what we need. What do you think?

Will you be participating in “Leave the Office Earlier” day? Do you think we should recognize the day each year? Or do you think we should stop watching the clock and get back to work?

Worried workers opting-out at vacation time

This is usually the time of year when employees start handing in vacation requests for time off during the summer, but this year is proving to be a little different.

Along with our bank accounts, Americans’ summer vacations are taking a serious hit because of the bad economy, according to a recent CNN article.

This year, employees are worried that taking a temporary vacation could turn into a permanent one. The risk of losing their jobs has more American workers choosing the office rather than some much needed time off.

But even when the economy was good, Americans still found it hard to take vacations. Studies conducted over the years have shown that we just don’t know how to let go of work and relax.

Expedia.com, the travel reservation company, recently released the results of their survey comparing the vacation habits of different cultures across the globe.

While we’re not as bad as Japanese workers, who are the least interested in taking vacations with about 92% of workers not using all of their vacation days. Over a third (34%) of Americans don’t take all the vacation time they earn each year.

Compared to French and German workers, of which 22% and 24% don’t use all of their vacation time, it sounds like most of us are in need of a nice long vacation.

Workers who continually opt-out of vacation time tend to be overworked, overwhelmed and on the verge of burn out. But the guilt some workers feel when taking a vacation can be just as bad.

How can managers help their employees feel comfortable that they’ll still have a job after handing in that vacation request form? Here are a few tips:

• Lead by example. The best way to show employees that it’s ok to take time off is to do it yourself. If they see that you were able to disconnect from work and relax, they’ll feel more comfortable using their vacation time.


• Suggest staycations. Taking a vacation closer to home is a great solution for the employee who’s stressed they’ll miss something big if they’re too far away. A staycation (vacation in your home town) can help employees find relaxation without traveling or spending too much money.


• Have a plan. Employees will be more willing to go on vacation if they know there isn’t a big project coming up. Plan vacations around big events and allow workers to delegate their tasks to coworkers they trust to get the work done.

Take a look at these related posts for more tips and advice on taking work-free vacations:

Work/life balancing act has more moms burnt out

Go on vacation without worrying about work, 6 tips

Work/life balance: Simply a matter of choice?

New employee vacation trend: Staycations

Work/life balancing act has more moms burnt out

Spending quality time with family was at the top of most moms’ “to-do” lists this Mother’s Day, according to CareerBuilder’s annual Mother’s Day survey.

We hope they were able to check it off their list this weekend, but even during an average week our current economy is making it harder than ever to balance work and home.

Some working moms say they’re having a hard time finding work/life balance as they take on extra hours and second jobs as the economy falters, according to the survey of almost 500 women, who were employed full-time, with children under the age of 18.

The survey also found that:

• 30% of working moms, whose employers have had layoffs in the past year, are working longer hours and 14% have taken on second jobs to help make ends meet.
• 34% of working moms reported they are burned out.
• 40% fear losing their jobs today more than they did 12 months ago.
• 43% work more than 40 hours per week.
• 16% bring work home at least twice a week.
• 6% bring work home every workday.

“Nearly one-third say that despite it being one of the toughest economies in the nation’s history, they would even consider taking a pay cut to spend more time with their kids. If you’re struggling with work/life balance, talk to your manager.

Working moms who communicate their need for flexible time, job sharing or something in between will find that most companies are receptive to these kinds of policies,” said Mary Delaney, President of CareerBuilder’s talent management and recruitment outsourcing division, Personified, and mother of three.

The survey revealed that many working moms’ would gladly accept alternative schedules in order to spend more time with their children. More than half (55%) of working moms already take advantage of flexible work arrangements at their organizations, and most say that their decision has not adversely affected their career progress.

Whether you’re a working mom searching for work/life balance or just an average employee on the verge of burnout, follow these tips to reduce work stress and find balance:

• Take a vacation. It’s the most tried and true method for finding relaxation and getting some perspective on your situation. Even if you don’t leave town, use your vacation time to determine the source of your stress and find a way to change it.


• Talk to your boss. Sit down and have a serious conversation with your manager about finding a work arrangement that will help you achieve better work/life balance and improve your productivity. Whether it’s coming in early or working a few days from home, there’s always an alternative option out there.


• Set boundaries. Avoid bringing work home at all costs. Do your best to get it all done during the workday, but know that it’s not the end of the world if some unfinished tasks make it on tomorrow’s to-do list.


• Get out and play. Take time out each day to play with your kids. If you don’t have kids, take an hour or two out of your day to spend with friends, exercise and/or meditate. Eliminate distractions by turning off your cell phone and computer.

Also take a look at:

Burned out at work or bad day? Know the difference and how to beat it

How to feel happier at work ... instantly

I’m Not Stressed – That Pencil Had It Coming!!!

Are you living to work or working to live

Change puts engagement and productivity at risk

Training Trends - Are you speaking your employees’ language?

April showers bring May flowers ... along with a garden of fresh, new training advice sprouting up at TrainingTime.com.

In the latest issue of our Training Trends newsletter you’ll learn the must-ask questions for finding the right person for every job, how to provide safety and other essential training in a language your employees understand, and how to reduce stress with a plan to balance personal and work responsibilities.

Here’s a quick look at the May issue of Training Trends:

The 5 questions they absolutely must answer!

We all know about questions an interviewer should never ask. Falling afoul of EEOC guidelines about religion, ethnic origin, family plans or genetic issues can result in lawsuits and fines, and the numbers can be staggering. Late last month, B & H Photo was fined an astronomical $4.3 million dollars for pervasive discrimination based on national origin.

But did you also know that hiring the wrong person – or letting the best choice go because of illegal criteria -- could end up costing your company real dollars because of poor performance and higher turnover. Add in the possibility of tarnishing your company’s reputation or alienating customers, and you could be looking at thousands or even millions in lost revenue. Consider this interview: (more)


Danger! I mean peligro! No, gefahr!

Why louder and slower won’t help if you’re using the wrong language for safety training

You’ve seen it on countless sitcoms. The main character meets someone who doesn’t speak English, and resorts to talking louder, speaking slowly and acting things out with elaborate gestures. On a TV show, it’s funny…but when you’re delivering employee training, the results can be tragic.

Injuries and fatalities among non-U.S.-born workers and non-English-speaking employees have been sharply increasing. Here’s what you can do to boost training effectiveness: (more)


Who comes first? When work and family needs clash

You have a big presentation due at work tomorrow. It’s almost midnight and you’re still finishing up your PowerPoint presentation in between doing loads of laundry, while mentally planning tomorrow’s lunches. And just when you think you might grab a few hours’ sleep before the alarm goes off, your four-year old wakes up with an earache and a fever. Now what?

No matter what your life includes, the challenges of blending work and family demands seem to be growing each day. Longer work hours and busy family schedules keep everyone trying to juggle three, four or more tasks at any one time.

We know we have to do it. The question is, how can we do it better? You need a Plan B. (more)

Each month, the experts at TrainingTime.com share all of the latest and greatest tips, trends and buzz from across the training industry in our Training Trends newsletter. If you’re not on our mailing list, please take a few seconds and sign up.

If you’re a training expert or HR professional and are interested in writing content for Training Trends or TrainingTime.com’s learning library, visit our “Write for Us” page for instructions on how to contribute.

Bringing kids to work may improve morale

If your company has been searching for affordable ways to improve morale, you may need to look no further than your employees’ families.

Next Thursday, April 23, 2009, is the national date for the Take Our Daughters and Sons to Work program. While opening a child’s eyes to what their parents do for a living, the program can also serve as an inexpensive way to boost employee morale.

The yearly event exposes children to what their parents do during the workday, showing them the value of education and what their future can hold. Though the program is centered around kids, bringing children into the workplace for a day may hold even more benefits for employers.

Take Our Daughters and Sons to Work Day benefits workplaces by providing an important boost to workers and their families, while keeping costs to a minimum. Holding a family day at work can foster employees’ pride in their work, which will ultimately improve performance.

Think kids would be bored senseless at your workplace? Take a look at some of these educational ideas and activities that just about every organization can incorporate, including:

• Hold hands-on department workshops. From Accounting to Human Resources, create activities where children use their problem-solving skills to tackle real workplace issues like managing a budget or interviewing new job candidates.


• Give a tour. Take children on a tour of your workplace starting at the front desk and make your way through every department of the organization. Show children how your product or service is developed from beginning to end.


• Have a brown-bag lunch. Have families eat together in the main lunchroom and set up an interactive Q & A session with the head of the company. Have your CEO explain what they do and allow children to ask questions on anything they would like to know about the job.

Whether you’re able to allocate a full day to the event, or just a half-day, giving employees the opportunity to share what they do with their families can have a positive impact on their work.

Discover more resources, activity guides and ideas at the Take Our Daughters and Sons to Work official website.

Goal setting: 100 is the magic number

Goal setting is an important part of our personal lives and careers. Setting goals in the workplace helps motivate and engage employees in their work. Creating a list of small, whisker goals can also provide an energetic kick start to move a team of workers out of a motivational rut.

Sometimes you just have to write it all down in order to get a clear picture of what you want to achieve, according to Caroline Adams Miller, author of Creating Your Best Life and founder of Your100Things.com.

"One of the best ways to achieve your own goals is to create public accountability and support by sharing them with a wide audience," says Miller.

Your100Things.com is free tool to help anyone get started on their personal or workplace “bucket list” of goals. Creating a long list of personal and workplace goals can help employees find direction in their work and can also put work/life balance issues into perspective.

It's free to register and the community forums can help you to keep working toward your goals. If you're having trouble with a certain goal, you can reach out to others on the forums for help on how to get through it or read how other users accomplished their own goals in the “I Got It Done” section.

The site stemmed from Miller's personal "100 Things To Do Before I Die" list. To serve as a role model to her readers, she keeps her list public and sets out to achieve a few goals each year. You can check out everything she hopes to achieve here.

Go on vacation without worrying about work, 6 tips

Vacations are meant to be a time to unwind, leave everything behind and recharge your worn-out batteries. But when it comes to the office, the thought of leaving it all behind has become something much easier said than done these days.

As wireless technology and mobile devices continue to advance, it’s getting easier and easier to remain connected with the office when you’re gone. Those connections can be wonderful when you’re away on business or working from home for a few days, but they have no place in your vacation.

One in four workers will be keeping in touch with the office while on vacation this year, according to CareerBuilder’s 2007 vacation survey. Close to one in ten (9%) said that their bosses expect them to be getting work done or at least checking messages while away on vacation.

So, if a vacation is meant to be a time to unwind and disconnect, can you truly call it a vacation if you’re still logging work hours on your laptop?

When it’s time to go, leave work at work and out of your suitcase. Follow these six tips to stop worrying about work while you’re on vacation:

1. Have a plan. Let everyone on your team know the dates you’ll be away from the office in advance. If there’s something that needs to be worked on while you’re away, plan to have it finished before you leave or have someone else take over. Give at least one person on your team a copy of important information (e.g. contact names, phone numbers) they may need in your absence.


2. Inform clients. Instead of returning to a voice mail box full of disgruntled messages from clients, let everyone know that you’ll be on vacation ahead of time. Provide your clients with the contact information of someone else at the office they can talk to in case there’s a problem.


3. Clean up. Before leaving the office for vacation, take a few minutes to clean up your work area. Clearing your desk will help you make sure you didn’t miss anything important and your coworkers will be less likely to dump anything on a tidy desk while you’re gone. Remember that a messy desk will only add to any stress you feel when returning to the office.


4. Keep an open calendar. You may feel like you have to jump back into it right away, but resist the urge to schedule anything for the day you come back to the office. If necessary, block out time on your calendar for a long meeting with yourself, so no one can sneak anything in while you’re gone.


5. Leave the laptop. No matter how much you tell yourself you won’t use it, leave your laptop behind when packing for vacation. The temptation to check your email will be too strong if you know your laptop is tucked inside your bag. Your family and friends will appreciate it, too.


6. Lead by example. If you’re the boss, do your best to limit contact while you’re gone. Employees will feel more comfortable taking time off and enjoying themselves when their vacation time rolls around.

As difficult as it may sound, use your vacation time to have a vacation and leave work where it’s meant to be - at work. The more you enjoy your vacation, the more relaxed and recharged you’ll be when it’s time to get back to work. Along with your family, friends and coworkers, you’ll thank yourself for it later.

Friday office humor: Dodgeball at work

Apart from paying new hires to quit, encouraging employees to Tweet and extending their product line to include much more than shoes, there's still another reason why Zappos is one of the most exciting companies to work for - dodgeball.

The popular online shoe company has organized daily dodgeball games to relieve workplace stress and get employees moving during the afternoon. Following strict rules to keep the game "fair, friendly, and safe," employees still have fun interacting with each other through the popular childhood game.

From the Inside Zappos blog:

"As a stress reliever from planning warehouse budgets, making purchases, hiring and handling all benefits paperwork, writing scripts to run site manager, and becoming friends with OSHA; the admin team wants to throw something!!!

They decided to start a friendly game of dodge ball, the all time favorite recess sport! Dodge ball is played daily at 3pm in the upstairs office. What a great work out and stress reliever! Kudos, my friends, and remember... safety first!"

Some first-hand video footage of recess time at Zappos:




Happy Friday!

Holiday party canceled, two days off instead

It’s beginning to look a lot like that time of year again ... time to start worrying about the office holiday party and what could go wrong this year.

As many companies mull over the typical harassment issues that always seem to go along with office parties, others have found a way to avoid those holiday party problems all together.

This year, Viacom (owner of Paramount Pictures, Comedy Central, VH1 and Nickelodeon) is canceling their holiday party and giving employees time off from work instead. While the media giant has been under enormous financial pressure, with layoffs looming, it’s a trend that some in the HR industry support.

“Viacom just sent an internal email to employees telling them that the holiday party is canceled—but everyone gets two extra days of vacation instead! To ‘relax and recharge for the coming year,’” as posted on Gawker.

The only catch is that Viacom employees must be use their two paid days off between December 22 and January 1, but wouldn’t most people enjoy some extra time off during that time anyway?

To many it’s a no-brainer, but we would still like to know what you think. Office holiday party or two days off, which would you choose?

Work/life balance: Simply a matter of choice?

Across the Web, talk about work/life balance is everywhere. Experts write articles and blogs to help us understand how we can all reach a balanced between our work and home lives.

Some say work/life balance is an ideal state of being we can find if desired enough, while others think it simply comes down to the day-to-day decisions we make. If given the choice, most people would opt for a balanced life over an unbalanced alternative.

“That's because the choice isn't between balanced and unbalanced. Instead you have to choose among a number of things to do at any one time. And the choice isn't between work and life it's between different ways to use your time that make up all the parts of your life,” according to Wally Bock at Three Star Leadership.

Every day you make choices. Some days you may stay late to finish the sales report, when you could have been enjoying a family dinner at home. Or, you could take that vacation now instead of holding off until next year. Whatever you choose to do, there’s usually some kind of trade off.

What do you think? Is work/life balance simply a matter of choice or a finish line to cross if we work at it hard enough?