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The Future of Flexibility. BC Center for Work & Family Executive Briefing Series.

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the future of flexibility

The Future of Flexibility

BC Center for Work & Family

Executive Briefing Series

Boston College Center for Work and Family

slide2

This presentation is a companion to the Boston College Center for Work & Family Executive Briefing Series. It is designed to be customized by your organization. Please feel free to cut and paste these slides into your own format, and to use the information provided as a guide to develop your own presentation. If you do not have a copy of the full Briefing, please email: cwf@bc.edu or visit our website for the briefing and bibliography: http://www.bc.edu/content/bc/centers/cwf/research/publications.html#executive.

Boston College Center for Work and Family

the new flex landscape

Agile work

  • BYOD initiatives
  • Mobile offices
  • Hotelling, hot desking
  • Global and virtual teams
The New Flex Landscape

Boston College Center for Work and Family

why does flexibility matter

To meet increased demands and workload

  • To improve health and well-being
  • As an attraction, retention, and engagement tool
Why does flexibility matter?

Boston College Center for Work and Family

disproving common myths

Telecommuters are less productive

  • It’s impossible to complete the same amount of work in a compressed workweek
  • Job sharing is not realistic
Disproving Common Myths

Boston College Center for Work and Family

who offers flexibility and who uses it

Organizations

  • 88% offer telework
  • 82% offer flex time

Individuals

  • 31% of full-time workers in the US do most of their work remotely (The Flex + Strategy Group, 2014)
  • Usage of flexibility has increased from 71% in 2009 to 78% in 2013 (Working Mother, 2013)
Who offers flexibility, and who uses it?

Boston College Center for Work and Family

what is the roi

Increased Retention

  • Increased Job satisfaction
  • Attraction of talent
  • Greater innovation, quality, customer retention Increased revenue generation
What is the ROI?

Boston College Center for Work and Family

barriers to implementation and usage

Business needs

  • IT concerns and costs; concerns over data security
  • Traditional organizational cultures
  • Individual concerns
  • Manager concerns
Barriers to implementation and usage

Boston College Center for Work and Family

how do we overcome them

Publicize success stories

  • Provide incentives for teleworking
  • Offer training on how to be a successful flexible worker
  • Provide training and tools for managers
  • Present the business case for flexible work
How do we overcome them?

Boston College Center for Work and Family

non exempt workers

85% of non-exempt employees report that having flexibility to manage work and life would be “extremely” or “very” important when looking for a job (FWI, 2011)

  • Non-exempt workers are less likely to have access to flexible work arrangements(FWI, 2011)
  • Challenges include coverage needs, scheduling demands, manager concerns
Non-Exempt Workers

Boston College Center for Work and Family

strategies for non exempt workers
Strategies for Non-Exempt Workers

Boston College Center for Work and Family

best practice marriott international

Flexibility solutions for non-exempt workers:

  • Cross training
  • Online scheduling
  • Flex Coupons
  • Shift swapping
  • Downtime without pay
  • At-Home Agents positions
  • Fixed scheduling available
Best Practice: Marriott International

Boston College Center for Work and Family

best practice state street

Manager-Initiated Flexibility

  • Engage leadership teams in evaluating the feasibility of “Flex” for their organizations
  • Flexible work arrangements are proactively offered by managers to employees
  • Turnover for all employees utilizing flexible arrangements was 41% less than the company-wide average
Best Practice: State Street

Boston College Center for Work and Family

best practice bcbsma

e-Working (work from home) Program

  • Enables more than 20% of associates in specific roles to work seamlessly from home on a full-time basis
  • Associates can reduce commuting time and expenses and support a healthy work-life balance
  • For BCBSMA, e-Working helps reduce administrative expenses, supports disaster readiness efforts, and is environmentally responsible
Best Practice: BCBSMA

Boston College Center for Work and Family

best practice johnson johnson

Flexibility Ambassador Program

  • The Ambassadors champion flexibility through training sessions and networking events, encouraging open dialogue, sharing success stories and promoting fair and consistent use of flexibility
  • They help achieve annual Flexibility goals and objectives and share feedback on program effectiveness, best practices and new approaches
  • Key outcome: 90% of Finance employees surveyed in 2012 in the U.S. reported they have the flexibility they need
Best Practice: Johnson & Johnson

Boston College Center for Work and Family

best practice ryan llc

myRyan

  • Conversations are about results, not hours or work locations
  • Systems and measurements are aligned to support meaningful discussions about results and accountability
  • Individuals and teams respect and support each other through effective communication, collaboration, and consideration
  • Results: reduced turnover, higher employee morale, higher client satisfaction
Best Practice: Ryan LLC

Boston College Center for Work and Family

how do you sustain your commitment to flexibility

Communication

  • Metrics
  • Culture Change
  • Executive Champions
  • Organization Priorities and Strategic Initiatives
  • Team Engagement
How do you sustain your commitment to flexibility?

Boston College Center for Work and Family

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Contact us!

Boston College

Center for Work & Family

22 Stone Avenue

Chestnut Hill, MA 02467

Phone: (617) 552-2844

Fax: (617) 552-2859

E-mail: cwf@bc.edu

Website: www.bc.edu/cwf

Boston College Center for Work and Family

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