Workplace Policy Trends Point to a More Flexible Work Environment

Workplace Policy Trends Point to a More Flexible Work EnvironmentAs the traditional workplace is evolving, policies about employees’ time are changing too. Current trends include family-friendly benefits such as child care support and paid parental leave, as well as jobs with flexible hours and schedules. Employers are trying to figure out how to balance employees’ increasing desire for flexibility with business demands. We’re keeping an eye on these evolving best practices in flexible work. Keep reading for ideas on creating fair, flexible policies.

10 Workplace Trends You’ll See In 2016. Forbes: “Workplace flexibility becomes the biggest topic of conversation in the workplace. In study after study, and interview after interview, the topic that just keeps coming up is workplace flexibility. It’s such a big topic that it even relates to the other trends on this list and affects us all in some way, shape or form… With the rise of telecommuting, coworking spaces, globalization, and new technology tools, workers are demanding flexibility. In the next few years, nearly every company will have a policy, especially because we are getting ready for the next ‘baby boom’ when eighty million millennials have children.”

Workplace Flexibility: Good for You and Your Employees. The Huffington Post: “Even the family responsibilities that we can plan for sometimes require a balancing act: nearly two-thirds of American women with a 1-year-old child are in the labor force, and approximately 16.8 million adults over 55 years of age provide unpaid care for elderly loved ones. That’s why workplace flexibility policies that allow employees to balance the demands of work and home are vitally important − especially paid sick days, paid parental leave and flexible scheduling. These policies also give employers a competitive advantage in attracting and retaining top talent, increase employee creativity, increase productivity, increase profitability, and boost employee morale.”

Keeping Up: Creating A Flexible Workplace Worthy of Your Talent. IT ProPortal: “Those approaching retirement may seek a reduction in hours, or the ability to work from home on a regular basis. In the same vein, the next wave of young and tech-savvy talent may be at their most productive when blending their professional and personal time, which would require the ability to connect to all the tools and systems they need to work in the evenings, or late at night.”

MomsRising CEO: Family-Friendly Policies ‘A Net Win for Businesses’. NH Business Review: “If you take any of the family economic security policies, everything from child-care to paid family leave insurance to sick days, and you break down the impact on businesses, you can see it’s a net win for businesses. For example, with earned sick days, 80 percent of low-wage workers nationally don’t have access to a single earned sick day, and 40 percent of private sector workers don’t. That costs our economy over $160 billion, and the reason for that is something called ‘presenteeism’ – people showing up at work sick. There’s a decrease in the overall productivity in the labor force because they’re getting their co-workers and their colleagues sick, but also, because many of the positions are low-wage, service sector positions, they’re getting customers sick and turning customers off. That’s just one example – to implement paid sick days actually costs businesses less than it costs not to have them.”

It’s Time for Companies to Formalize Flexible Work Policies. The Santa Clarita Valley Signal: “The “Trends in Workplace Flexibility” survey was released last month by WorldatWork, a nonprofit human resources association, and FlexJobs, an online service for professionals seeking telecommuting, flexible-schedule, part-time and freelance jobs. The survey was conducted in May and June and includes responses from 375 U.S., Canadian and international WorldatWork members. According to the results, 80 percent of respondents said their companies offered flexible work arrangements for employees. However, only 37 percent reported that their companies had formal, written philosophies or policies to support employee flexibility.”




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