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Balancing the Demands of Work and Home: Opportunities for Employee Engagement . Caryn Medved, Phd . Baruch College – City University of New York . To understand employee engagement in the workplace , you must also understand its connections to engagement to life outside of work. .

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balancing the demands of work and home opportunities for employee engagement

Balancing the Demands of Work and Home: Opportunities for Employee Engagement

Caryn Medved, Phd.

Baruch College – City University of New York

slide2

To understand employee engagement in the workplace, you must also understand its connections to engagement to life outside of work.

understanding engagement s
Understanding Engagement(s)

Family/LifeEngagement

Work Engagement

3 aspects of employee engagement 1
3 Aspects of Employee Engagement1
  • Enjoyment of Work
  • Belief in Contribution
  • **Value = employees recognized and rewarded as a ‘whole person,’ including relationship and needs outside of work.

1Development Dimensions International, Inc. Employee Engagement: The Key to Realizing Competitive Advantage.

slide5

Work-Life Conflict

Vs.

Work-Life Synergy

work life business case
Work-Life Business Case
  • Recruiting the Best
  • Retention of Talent
  • Health Care Costs and Employee Wellness
  • Reduction of work-life conflict  Productivity
critical issues today
Critical Issues Today
  • Life Stages and Work-Life Needs
  • Generational/Cohort Differences
  • Changing Family Demographics
life stages
Life Stages
  • Varying employee work-life needs depending on life-cycle stages:

Caring for Young Children

Caring for Older Children

Caring for Elderly Parents

  • Work-Life policies must include a range of options

**Don’t assume . . .

cohort generational differences
Cohort/Generational Differences

Robert Half poll of 1,800 HR and finance professionals in 11 countries found:

  • Recent graduates were “particularly driven” by the desire for work-life balance.
  • Want flexible work hours and clear career development programs; didn’t grow up with lifetime employment.
changing family demographics
Changing “Family” Demographics
  • ‘Traditional’ two parent, dual career only 24%
    • Only 1 in 4 ‘fits’ traditional family image
    • Increasing single parent households (both mother-child & father-child)
  • Changing definitions of ‘family’ vs. ‘life’
    • Partner Benefits
    • Unmarried or Childfree Employees
  • Challenging breadwinner/homemaking norms
    • 24% of dual-career, women are primary earners
    • 142 thousand Stay-at-Home Fathers; 200% increase since 1994.
closing up
Closing Up
  • Employee engagement must consider employees varying needs and stages of life-family engagement;
  • Business Case =
    • recruiting top talent,
    • retaining high performers,
    • reducing related work-life conflicts and the absenteeism, stress, and decreased productivity.