work life balance slowing down the treadmill n.
Skip this Video
Download Presentation
Work-life balance Slowing down the treadmill

Loading in 2 Seconds...

play fullscreen
1 / 21

Work-life balance Slowing down the treadmill - PowerPoint PPT Presentation

  • Uploaded on

Work-life balance Slowing down the treadmill. 10 June 2008. Engaging the challenge. Changing demographics Tight labour market Productivity squeeze. Labour force participation rates. Source: Household Labour Force Survey: December 2007 Quarter. Labour force participation rates (55+).

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about 'Work-life balance Slowing down the treadmill' - geranium

Download Now An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
engaging the challenge
Engaging the challenge
  • Changing demographics
  • Tight labour market
  • Productivity squeeze
labour force participation rates
Labour force participation rates

Source: Household Labour Force Survey: December 2007 Quarter

labour force participation rates 55
Labour force participation rates (55+)

Source: OECD Factbook 2007

productivity and employee engagement
Productivity and employee engagement
  • How can productivity be increased?
  • Why is employee engagement important?
  • - Only 25% of employees are full engaged
  • - 17% were actively disengaged.
  • - Earnings per employee - engaged $88, 581
  • - disengaged $34, 577
  • - Older people tend to be more engaged
employee engagement pilot study
Employee engagement pilot study
  • Work-life balance
  • Work-life initiatives
  • Workplace culture
  • Employee engagement
  • Discretionary effort
  • Productivity
building a work life culture
Building a work-life culture

Use of work-life initiatives is assisted by:

  • Supportive managers
  • No career consequences
  • Reasonable time expectations
  • Gender neutral
  • Supportive co-workers
limits on positive culture
Limits on positive culture
  • Hostile organisational culture or working environment
  • Resistance of managers
  • Recruitment for similarity
  • Poor communication
creating organisational action
Creating organisational action
  • Communication
  • Implementation
  • Measurement
  • Middle management training
  • Involving line managers
franklin kindergarten association
Franklin Kindergarten Association
  • Inflexible classroom hours
  • Tight funding
  • Dispersed staff – 25 kindergartens
work life solutions
Work-life solutions
  • Ask staff what they need
  • Allocate enough time for paperwork
  • Ring-fence holiday time
  • Support training and professional development
the results
The results
  • Committed, motivated, trained staff
  • Staff turnover at 8% pa
  • 70 teaching positions are all filled
  • Savings of $300,000 in three years due to teachers returning to work after parental leave
steelbro product knowledge critical
Steelbro – product knowledge critical
  • Specialised product - 30%-40% of the global market in its niche
  • Emphasis on retaining wealth of knowledge
  • Reduced and flexible hours available, particularly for older employees
meredith connell skilled staff demanding work
Meredith Connell – skilled staff, demanding work
  • Winner of 2006 EEO Trust Work & Life Awards
  • Specialised employees required for demanding work
  • High rates of return from parental leave
  • Individualised work-life solutions
  • Older workers hold valuable corporate knowledge/history
getting the best from people consistency
Getting the best from people - consistency

Prior to this position, I averaged about 4 years in a job before moving. I have been here 12 years now with no plans to change. The reason – this is the first and only employer, whether public or private sector, I have worked for who has always done what they have said they would do, and that applied to all of my terms and conditions of employment, not just work-life balance. I therefore trust them and reward that trust with loyalty.

getting the best from people supporting them
Getting the best from people – supporting them

Talking about having children is seen as a weakness, having children is seen as something that will hold you back and makes you inflexible. There is no compensation or reimbursement for additional childcare costs incurred when travelling, and high expectations of travelling up the night before rather than being say one hour late for the meeting start time.