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2013 Mom Corps Workplace Study

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2013 Workplace Study - Mom Corps and Harris Interactive illustrating workforce preferences, realities and the rise of the alternative workforce. Presentation given by Allison O'Kelly, CEO and Founder of Mom Corps www.momcorps.com
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Workforce Preferences, Realities and the Rise of the Alternative Workforce September 26, 2013
Transcript
Page 1: 2013 Mom Corps Workplace Study

Workforce Preferences, Realities and the Rise of the Alternative Workforce

September 26, 2013

Page 2: 2013 Mom Corps Workplace Study

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

Page 3: 2013 Mom Corps Workplace Study

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

Page 4: 2013 Mom Corps Workplace Study

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?

Page 5: 2013 Mom Corps Workplace Study

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

Page 6: 2013 Mom Corps Workplace Study

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

Page 7: 2013 Mom Corps Workplace Study

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.

Page 8: 2013 Mom Corps Workplace Study

• 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

Page 9: 2013 Mom Corps Workplace 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.

Page 10: 2013 Mom Corps Workplace Study

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

Page 11: 2013 Mom Corps Workplace Study

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)

Page 12: 2013 Mom Corps Workplace Study

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

Page 13: 2013 Mom Corps Workplace Study

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.

Page 14: 2013 Mom Corps Workplace Study

Flexible work solutions

Flexibility means different things to different people.

Page 15: 2013 Mom Corps Workplace Study

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

Page 16: 2013 Mom Corps Workplace Study

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.

Page 17: 2013 Mom Corps Workplace Study

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

Page 18: 2013 Mom Corps Workplace Study

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?

Page 19: 2013 Mom Corps Workplace Study
Page 20: 2013 Mom Corps Workplace Study

@MomCorps @AllisonOKelly

@MomCorps @Mom-Corps


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