If you want support from the C-suite for work/life benefits, tout flexible schedules and telework as tools that do more than aid recruiting and retention.
In a survey by professional services firm BDO Seidman and work/life consultants Work+Life Fit, chief financial officers (CFOs) said that for flexibility to succeed, organizations have to perceive it as more than an employee perk.
Some advice from the top:
1. Change the perception that flexibility is only an employee perk or a human resource policy. Talk about it as a strategy to improve workflow, reduce environmental impact and cut health care and facilities costs.
2. Reinforce the notion that flex is an important talent-tool that can help an organization stand out from competitors.
3. Offer flexibility as a way to curb costs during the economic downturn. Examples: 30% of CFOs surveyed said their organizations use flexibility to coordinate contract-based p...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Putting more weight on interview isn't pretext for bias
- Tell managers: Avoid subjective hiring preferences
- You can be sued for what you say during an investigation
- 5 warning signs of performance-review problems