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Workforce Preferences, Realities and the Rise of the Alternative Workforce
September 26, 2013
Professional Staffing and Career
Development Company
Founded in 2005 by Allison O’Kelly –
Harvard MBA, CPA, and mother in
Atlanta, GA
Award Winning WBENC Certified
Woman-owned business
Franchise locations coast-to-coast, and
growing
We work with 150,000+ candidates
nationwide to find the jobs and
resources needed to find work-life
satisfaction
Meet Mom Corps
About the research
• Goal – To encourage and strengthen the conversation around
workplace flexibility as a talent strategy that benefits both
employees and their organizations
• Methodology – Online survey conducted by Harris Interactive
– Data collected from July 29-31, 2013
– Sample: U.S. adults ages 18+ who are currently employed full-
time and/or part-time (n=886)
– Asked about perceptions and preferences around several
work/life and flexibility issues
Agenda
Research should be actionable. Three key questions will
be addressed followed by time for Q&A:
• What?
– What are the key research insights?
• So What?
– What are the trends shaping the future workforce and why does
flexibility matter?
• Now What?
– How can you realize the benefits of flexibility and remain
competitive?
Key insights
Workplace flexibility is top consideration for working adults.
• The U.S. workplace is shifting from 9-5 as the norm to “alternative” or
“non-traditional” working being more widely accepted and implemented.
• Employees feel limited in their ability to gain flexible work options.
• Flexibility is important to all generations regardless of gender. Younger
professionals are leading the charge.
• Employees “want it all” and are willing to sacrifice salary for flexibility. • U.S. workers are making job and career decisions based on flexibility.
Talent Acquisition
Compensation Management
Employee Retention
Performance Management
HR Management System
Benefits Policies and Procedures
A shift is taking place
“Alternative” or “non-traditional” working is more
widely accepted and implemented.
Do you prefer a traditional 9-5 work day?
n= 886; 2013 Workplace Survey of US Working Adults
46% 48%
58%
40%
45%
50%
55%
60%
Would you consider alternative work options for
better w/l balance?
Would you be more productive working from
home occasionally?
Nearly half disagreed indicating a preference for an alternative work
arrangement.
Nearly half agreed considering options like temping, contracting,
consulting or part-time
% A
gree
/D
isag
ree
More than half agree they would get more
work done
Employee concerns lead to turnover
Employees feel limited in their ability to gain flexible
work options.
n= 886; 2013 Workplace Survey of US Working Adults
47% Agree asking for flexible work would hurt their
chances of career advancement
39% Agree they have
considered leaving or have left a job because it
wasn’t flexible enough
For 18-34 year olds, the percentages are 56% and 50%, respectively.
• Always connected, the 9-5 lines are blurry
• Desire freedom to explore passions
• Open and highly adaptable to new situations
Flexibility is important to all generations
Boomers (born 1943-65)
Generation X (born 1965-80)
Generation Y (born 1980-97)
• Established professionals, want to be measured by results
• Many have family situations requiring flexibility
• Looking to phase into retirement
• Many responsible for the care of aging parents
42% of working adults had elder care
responsibilities in the past 5 years.1
59% agree taking a significant amount of
time out of the workforce would set their careers back.
59% (age 18-34) would consider alternative
work options to better achieve work/life
balance. n= 886; 2013 Workplace Survey of US Working Adults 1: Families and Work Institute Elder Care Study
Flexibility isn’t just a mom thing
Flexibility is important to both men and women.
n= 886; 2013 Workplace Survey of US Working Adults
Eighty percent of working adults agree that flexible work options are just as important for people who don’t have children as they are for those who do.
80%
There is no significant difference in opinion between men and women.
Employees will sacrifice for flexibility
Employees “want it all” and are willing to sacrifice
salary for flexibility.
Nearly 1 in 2
45% are willing to relinquish at
least some portion of their salary
Nearly 3 in 4
Working adults believe it is
possible to “have it all” when
it comes to work/life balance.
10% of salary
n= 886; 2013 Workplace Survey of US Working Adults
Career decisions based on flexibility
U.S. workers are making job and career decisions based
on flexibility.
n= 886; 2013 Workplace Survey of US Working Adults
39%
58%
73%
0% 20% 40% 60% 80% 100%% Agree
Taking significant time out of the workforce
would set career back
I have considered leaving a job due to
lack of flexibility
Flexibility is one of the most important factors
considered when looking for a new job/ company to work for
10% increase from 2012
Youngest groups feel stronger Men (18-34: 53% and 35-44: 52%)
Women (18-34: 46% agreed)
We are facing powerful workplace trends
Sources: Forrester Research, SHRM, Staffing Industry Analysts, Staffing Talk
U.S. Virtual Work Prediction
2010 2016
34M 63M
When employees have high degree of work-life fit:
In the news:
1
2
Contingent workers
forecasted to make
up half the
workforce by 2020
• Four times as many are highly engaged at work 4x 2x • Almost 2x as many want to stay in their current jobs
• Two times as many are in excellent health
Why offering flexibility matters
• Nearly 1 in 2 working adults are willing to give up some percentage of salary for flexibility at work …
There is a growing desire
for it.
• 3 out of 4 working adults report having at least some flexibility at their job. 84% for those age 18-34
Other companies offer it … are you?
• 73 % of working adults list flexibility as one of the most important factors when looking for a new job/deciding what company to work for
It is here to stay.
Flexible work solutions
Flexibility means different things to different people.
Different solutions for different needs
A multinational financial services company was deluged with a number of projects following a recent merger. They had an immediate need for a senior level HR Generalist to alleviate the workload.
The Need The Mom Corps
Solution The Candidate
Temporary Staffing Part-time HR Generalist
A UNC graduate and former Director of Human Resources with a 17-year career who was ready to return to a flexible career after taking time off to care for her young children.
A healthcare real estate developer, sought a CPA with 10+ years experience in the real estate industry as well as 5+ years managing an accounting department.
A supermarket company sought a backfill for the Director of Brand Strategy who was going to be out for 4- 6 months. They wanted a candidate with 10+ years experience building and executing strategies for large corporate brands.
Permanent Staffing Vice President, Accounting
A CPA/MA with 20+ years experience as a Controller for a privately owned real estate firm. She was excited to join a family- friendly company and have a commute less than 10 minutes from her home.
Temporary Staffing Director of Brand Strategy Maternity Leave Backfill
Senior level marketing strategist who had worked at Crate & Barrel, Gap and Bose
Flexibility means different things to different companies.
DURATION
PLACE
TIME
Different solutions for different needs
Following a recent merger, Wells Fargo’s HR department was deluged with a number of projects and had an immediate need for a senior level HR Generalist to alleviate the workload.
The Need The Mom Corps
Solution The Candidate
Temporary Staffing Part-time HR Generalist
A UNC graduate and former Director of Human Resources with a 17-year career who was ready to return to a flexible career after taking time off to care for her young children.
Cambridge Healthcare Properties, a healthcare real estate facility developer, sought a CPA with 10+ years experience in the real estate industry as well as 5+ years managing an accounting department.
Stop & Shop Supermarket Company sought a backfill for the Director of Brand Strategy who was going to be out for 4- 6 months. They wanted a candidate with 10+ years experience building and executing strategies for large corporate brands.
Permanent Staffing Vice President, Accounting
A CPA/MA with 21 years experience. She was the Corporate Controller for a privately owned real estate company, supervised the accounting division, and was responsible for all financial functions of that firm.
Temporary Staffing Director of Brand Strategy Maternity Leave Backfill
Senior level marketing strategist who had worked at Crate & Barrel, Gap and Bose
Flexibility means different things to different companies.
Phases adapted from WorkFlex Essential Guide to Effective and Flexible Workplaces and WFD Consulting
Special Arrangements, “deals” or personal accommodations granted on a case-by-case basis and often kept secret
Individual Accommodations
Policies & Programs in
Place
Flexibility Has Many
Faces
New Ways of Working
Policies and programs exist but flexibility is used inconsistently in “pockets” across the organization
Widespread, consistent use of formal and informal flexibility to meet business and individual needs
A results-driven culture where flexible work practices and new ways of working are utilized as a management strategy to achieve business results
Increased flexibility = increased benefit
Increased realization of ROI
Increase • Productivity • Engagement • Talent acquisition
Operate • Seamlessly • Autonomously • Results-driven
Reduce • Overhead costs • Turnover • Absenteeism
Closing thoughts
• U.S. workers are making long term career
decisions based on flexibility.
• There is a disconnect between what is offered
and what employees feel is accepted.
• More employees are asking for flexibility and more companies are
offering it.
• Flexible work trends are gaining attention and momentum, but we aren’t
there yet.
• Younger professionals will demand more going forward.
How will YOU ensure your company remains competitive in this new flexible business world?
@MomCorps @AllisonOKelly
@MomCorps @Mom-Corps