Moderator:Moderator: Diane Stoneman, Director of Consulting & Training, Diane Stoneman, Director of Consulting & Training, Winning WorkplacesWinning Workplaces
Workplace Consulting & TrainingWorkplace Consulting & Training
2007 Winners profiled on WSJ.com/Entrepreneur
Top Small Workplace Report available soon on WinningWorkplaces.org
Seeking nominations for Top Small Workplaces 2008 on WinningWorkplaces.org
Top Small Workplaces Top Small Workplaces Recognition Program Recognition Program
““Making the Flexible Workplace Work”Making the Flexible Workplace Work”
Agenda
Perspectives from 2 companies
Impact on management and business
The pitfalls to avoid
Tips for successful implementation
Lessons learned
Questions
Why Employees Care about Flex OptionsWhy Employees Care about Flex Options
Scarce time
Work overload
Stress
Achieving work-life balance
Care giving for family members
Shifting values and priorities
Type of Flex OptionsType of Flex Options
Flexibility in scheduling of hours
Flexibility in amount of hours worked
Flexibility in the place of work
Flexibility for extended time off
Scheduling of HoursScheduling of Hours
Flex time
Compressed work weeks (occasionally or permanently)
Control over scheduling for shifts and breaks
The Amount of Hours WorkedThe Amount of Hours Worked
Part time - Ability to move from full-time to pt-time while remaining in same position or level
Job sharing
Flexibility in the Place of WorkFlexibility in the Place of Work
Work at home (occasionally or regularly)
Satellite location
Flexibility - Extended Time OffFlexibility - Extended Time Off
Return to work gradually - childbirth/adoption
Time off for personal/family needs w/out loss of pay loss
Sabbaticals paid/unpaid and return to comparable job
Business Experience with FlexibilityBusiness Experience with Flexibility
1 in 4 wage/salary workers indicate they can work a flex schedule: only 1 in 10 are enrolled in formal program
US Dept. of Labor
Small employers significantly more likely to offer flexibility to employees
2004 National Study of Employers
Families and Work Institute
Flex starts out as pilots; after success comes expansion
Corporate Voices, Workforce Management
Business Experience with FlexibilityBusiness Experience with Flexibility
Employees with flex arrangements tend to be more satisfied and more willing to work hard to help the business succeed
Helps recruit and retain valuable employees
The Business Case for Flex (2003)
HR Focus
Diane Hessan, President & CEOCommunispace Corp.
Among fastest growing social networking companies in the country
Winning Workplaces/Fortune Small Business Best Boss in 2005
2007 Technology Leadership Award
2007 Women’s Business Boston Hall of Fame Award for Entrepreneur of the Year
Karen Oman, Founder Certes Financial Pros
Founded 1994, specializing in placing high level financial professionals in contract, temp-to- perm & permanent placement roles
2007 MN Best Places to Work
2007 Work-Life Champion Award
2006 Work-Life Advocate Award
About CommunispaceAbout Communispace
Build Online Communities: help corporations listen to and engage their customers
Venture-backed, since 1999
Growth doubling ever year
Headquartered in Boston area with 8 field offices (including Europe)
About CommunispaceAbout Communispace
70 clients: large corporations
Recruiting key to our future growth
Communispace ValuesCommunispace Values
At Communispace, our success is dependent upon the collectivepassion and talent of all of our employees. We strive to create an environment in which people are motivated to reach their highestpotential and to do exceptional work.
Core values
Client Dedication Adventure
Excellence Ownership
Integrity Respect
Energy
Elements of FlexibilityElements of Flexibility
15% employees work less than 5 days/wk
No punching the clock
Pick your 50 hours/week, as long as you meet the requirements of your teams
Special days off
Lessons LearnedLessons Learned
Scarce resource is our energy – not our time
Must be flexible if you have high recruiting needs
Lessons LearnedLessons Learned
People want control over their time
Flex time is not just for “moms”
Lessons LearnedLessons Learned
Flex time doesn’t mean “less time”
Must have great HR policies to ensure fairness
Lessons LearnedLessons Learned
Design something that is “in synch” with your customer requirements
Flex time can be a competitive advantage
Certes Financial ProsCertes Financial Pros
Founded in 1994 with two employees
200 employees in 2007
Rapid growth, 50% compounded growth since inception
“Treat Others As You Would Want To Be Treated”… Works in Business Too!
Work-Life Balance with CertesWork-Life Balance with Certes
Flex Hours
Practiced by all 30
Part Time
5 out of 30 do this 2 heads for the price of one Extra benefits still worth it Very productive - ready to go
Work-Life Balance with CertesWork-Life Balance with Certes
Telecommuting - 1 Day a Week Most do this one day a week Technology is cheap, it makes sense Great for bad traffic and weather days Not a problem with cell and email Meetings are held Mon & Thurs
Job Sharing HR Manager was a 24 hr/week job We know job share and get the best Talent while still maintaining balance
Lessons LearnedLessons Learned
When starting a new flex benefit plan:
Trust the employee to make it happen
Give it six months
In three months, you still won't be sure
At six months, 90% will feel like 8 to 5
The Employee RapThe Employee Rap
Can I work from 10 to 6?Can I work at home one day?How 'bout 40 hours no more?Can I share my job and stay?
Saying "no" is easy,
It meets the status quo,But people leave to meet their needs,
As every boss should know.
If you choose to give an inch,There won't be that mile,
And pandemonium won't ensue, If you say "yes" and smile.
Instead you'll grow grand loyalty,And attract the best...it's true.
And when you're in your tightest pinch,They will be there for you.
And when employees' needs are met,
There's sizable rewards,Performance and retention,
