With 52 percent of Americans saying they work during vacation, having a focus on work-life balance at your organization is more important than ever, according to a July 2012 Harris Interactive report. Because of the increased financial pressures and economy, people are working harder and longer hours than before. This extra work often leads to a less engaged and productive workforce who are resentful, angry, and left feeling less than appreciated.
Enter in your flexible workforce. The desire for professionals to have flexible schedules to better manage work and family life is also on the rise as 83% of Americans are attracted to this type of flexible work lifestyle. Companies are listening and in record numbers are offering their employee populations different work-life options including flexible work schedules, telecommuting, and the ability to work from home. These work-life balance programs and scheduling options offer employees the flexibility to work when, how, and where they want. And that makes your workforce very happy, engaged, and less overwhelmed. It’s also equally challenging for your managers who must learn to begin managing, developing, and leading this new virtual and flexible employee.
Companies that offer these work-life balance programs can leverage these benefits as part of their recruitment strategy to help attract and retain the best and brightest talent. It’s a critical selling point especially for someone like me, a working mom.
Our roles as woman, moms, and spouses are evolving, making a more flexible lifestyle even for both parents a must. Many of us are moms and dads balancing the expectations of work and family. Companies who offer flexible scheduling programs often called workshifting can attract these high potential employees with little to no increase in salary and corporate benefits programs. In fact, 17% of employees said they would consider taking a cut in pay if offered a flexible work schedule.
While I’m not in favor of offering employees to take a reduction in pay for flexible scheduling options, the study proves how important achieving work-life balance is to the American collective. Flexible work schedules provide companies other added benefits including a reduction in energy, property, and maintenance expenses by having your team work virtually.
The key to recruiting talent using your company’s work-life balance program is in its messaging. Employer branding campaigns should focus efforts on your flexible scheduling and work from home options that are available. Be honest and let your employees who participate in your current programs speak for themselves through powerful testimonials using social media and video. Be upfront and specific about your current employee flexible scheduling programs, and put them in writing. By offering these benefits to new employees instead of only tenured employee population, you are setting yourself apart from your organization’s recruiting competition. This makes the candidate offer process easier, giving you the best possible and best performing talent to choose from.