the new trend - workflex

© 2013 Work At Home Vintage Employees LLC

The New Trend: Workflex

Sharon Emek, Ph.D., CIC

Reference: WorkFlex: The Essential Guide to Effective and Flexible Workplaces, SHRM & Families and Work Institute, 2012

Work At Home Vintage Employees LLC20 Tower Lane, 3rf Fl

Avon, CT 06001www.wahve.com

646.807.4372


The Way We Were


The Way We Are


The Way We Will Be


The Workflex / Work-Life Fit Movement

Division between work and life is becoming blurred

• How to adapt

• Why Adapt

• How to implement


Work Itself Has Changed

Today’s workplace:

• Is faster-paced, more demanding, and hectic

• Requires immediate access to information

• Fosters expectations of instant results

• Uses multiple environments and mobile devices

• Assumes work can be done anywhere, anytime


Demographics are Changing

• Women make up 49% of the workforce • More men are sharing in the care of family • People are staying healthy & living longer• Family and friends are more connected• Families are more mobile• People will work beyond 70• Retirement is a myth


Management Mindset is Changing

Old Mindset

Be at your desk everyday

Work 9:00 to 5:00

Take scheduled breaks

Manage by sight

All work is necessary

New Mindset

Work can be done anywhere

Based on results

Productivity measured by outcomes

Activities take place beyond traditional places and times


Paths Leading to Workflex

Technology & globalization

Retention of women & increasingly men

Retention of younger employees

Reduced job pressures & improved health

Increased retention of older orkers

improving the environment

Creating a culture of trust

Based on data from WorkFlex: The Essential Guide to Effective and Flexible Workplaces, SHRM & Families and Work Institute, 2012


Paradigm Shift to Life-Work Fitness

Flex time and flex place

Choices in managing time

Reduced time

Time offFlex career

Pretirement

Culture of Flexibility


Making Sense of Life-Work Fit

• Shift from work-life balance to work-life fit • Meet life needs and maintain high standard of

performance• Flex arrangements based on a person’s needs • Results-based performance enables choice


How to Manage Staff Remotely

The right people Young talent Experienced talent Vintage talent (pretirees)

The right system A virtual shared dashboard Keep everyone in the loop Schedule core hours Resist micromanaging


Benefits to Employers

Reduced costs

Improved recruitment and retention

Increased productivity

Improved customer service and employee health

Improved business continuity during natural

disasters

Reduce environmental footprint



Benefits to Employees & Pretirees


Unilever’s Big Idea: Agile Working

100,000 of 171,000 Employees can work any time, anywhere.

• Results– 80% productivity increase– 34% increased job satisfaction– 29% increased retention of talent– Significantly reduced real estate costs

• The Business Case– Increased sustainability: reduced environmental footprint– Increased revenue and profitability – Increased shareholder value

SHRM



Who Else is Doing This?

Flex Time, Flex Place Reduced Time Off Flex Career

Dealing with Overwork Culture of Flexibility



Some Data

• Harvard Business Review research: – Proximity breeds complacency– Absence makes people worker

harder to connect– Leaders of virtual teams make

better use of tools– Leaders of teams maximize the

time spent together

• 19% of people work from home (U.S. DOL statistics)

• 75% of employees 50 or older will work in retirement


What’s the Bottom Line

• Build a Culture of Flexibility

• Make the Case

• Implement the plan

• Collect the Data

• Modify if needed


Reinventing retirement in America by helping people stay productive longer in a more balanced and rewarding way and providing businesses continued access to their talent

and experience in innovative ways.

www.wahve.com

the new trend - workflex

Presentations & Public Speaking

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