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
- Work with managers to motivate part-time employees
- Seal the deal with handwritten 'thanks'
- NLRB, EEOC confidentiality stance muddles investigations
- Chronic illness isn't always a qualifying disability