Work-Life Balance Is NOT a Perk

Speaker: Sherri Elliott-Yeary CEO Optimance Workforce Strategies

Moderator: Mike Prokopeak

Vice President, Editorial Director Talent Management magazine

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Work-Life Balance is NOT a Perk

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Mike Prokopeak Vice President, Editorial Director Talent Management magazine


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Sherri Elliott-Yeary CEO Optimance Workforce Strategies

Work – Life Balance is NOT a Perk Presented by: Sherri Elliott-Yeary, SPHR September 27th, 2011 2 – 3 PM EDT

We’re Proud to Say…

97% Renewal Rate 5 Million Users 62 of the Fortune 500

80+ Countries Award-Winning Customer Service 1500+ Customers

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SilkRoad technology’s Life Suite

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SilkRoad offers the most comprehensive suite of talent management solu8ons on the market. Our complete suite allows human resource professionals to strengthen and personalize employee experiences at all touch points.

Presented by: Sherri EllioC-‐Yeary, SPHR Op8mance Workforce Strategies

Reasons to Embrace Work-‐Life Balance

•  The Sedate State Inaugural Summit for business leaders in February 2011 focused on the need for work-‐life balance.

•  General consensus was that businesses that understood what aEracts top talent will be beEer able to compete and

•  High performers want & expect their employers to make work-‐life balance soluJons available.

Individual Organiza8onal

Family demands Work culture -‐ generaJonal

Social commitments Supervisor support

CommuJng problems Team behavior

Excess work load HR policies (leaves, medical faciliJes etc.)

Influencers of Work-‐Life Balance

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Fact or FicJon? – Despite economic constraints, talented employees do have opJons in the job market, parJcularly those in the millennial generaJon.

– Millennials are oUen willing to change jobs, careers, ciJes, and states if it means they can have a balance and difference.

– An employer who competes for future top talent must be willing to address work-‐life balance issues from the perspecJve of Gen X & Millennial.

CelebraJng Fall

Skiing in Canada

Bike Riding in Dallas for Charity

Zip Lining – Costa Rica

Snow Mobile – Canada Rockies

Whitewater RaUing in Canada

Outdoor Fun in Texas

Millennials & Boomers

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Millennials

Life as a Millennial

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Millennials (ages 13 to 34) value…

• Optimism

• Team orientation

• Environmentally

aware

• Eager to learn

• Highly confident

EXCEPT in sales

Unique Aspects of Each GeneraJon in the Workforce

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Boomers (ages 47-‐65) value…

• OpJmism

• Personal growth • Health and wellness

• Personal graJficaJon • Social involvement

• Strong networks

Unique Aspects of Each GeneraJon in the Workforce

Work (AmbiJons, promoJons,

career growth etc.)

Home (Family, social

responsibiliJes etc.)

Work, Home and Life

Life

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•  40% of workers reported their job was very or extremely stressful;

•  25% view their jobs as the number one stressor in their lives;

•  Three fourths of employees believe that workers have more on-‐the-‐job stress than a generaJon ago;

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Job Stress

Source: NIOSH report

•  29% of workers felt quite a bit or extremely stressed at work; •  26% of workers said they were "oUen or very oUen burned out or stressed by their work";

•  Job stress is more strongly associated with health complaints than financial or family problems.

Drug Use by Employment Status: 2009 and 2010

•  Nearly 75 percent of all adult illicit drug users are employed, as are most binge and heavy alcohol users.

How Does This Effect the Employer? •  Studies show that substance-‐abusing employees are more likely to

•  change jobs frequently •  be late to or absent from work •  be less producJve employees •  be involved in a workplace accident •  file a workers’ compensaJon claim.

Source: NaJonal InsJtute of Drug Abuse 29

Increasing Obesity Cases •  66% of the total adult populaJon

in this country is currently overweight or obese.

•  Americans work longer hours than almost any other country on the planet, so we have the least leisure Jme to enjoy physical recreaJon.

Source: Agency for Healthcare Research and Quality

•  Americans eat fast food because they don’t have Jme to prepare healthy meals.

•  Obesity costs companies more than $12 billion per year. (Washington Business Group on Health)

•  This cost is due to higher health insurance costs, paid sick leave, life insurance and disability insurance.

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• Manage 8me at work well •  Iden8fy boClenecks in work.

•  Effec8ve planning •  Prac8ce saying ‘No’ • Develop posi8vity

•  Art of Priori8zing family/personal interests

•  Develop strong family bonds – dining together on every weekend, mandatory holiday every year

Balancing Work & Home to Live Life

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• Unexpected stringent deadlines • Inefficient team • Workaholic superiors • Overambi8ous personality • Employee-‐unfriendly organiza8on prac8ces

• Family/organiza8on crisis

Destroyers of Work-‐Life Balance

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What can an organizaJon DO ???

• Employee-‐friendly HR policies – availing leaves mandatory

• Seang realis8c targets & promo8ng work culture to aCain W.L.B.

• Extra Facili8es – medical facili8es, flexible 8ming, child-‐care facility

• Training employees to counteract stress, work-‐life conflicts, work force diversity

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Review, Revise Policies Policies should allow employees the opJon to: telecommute, job share, use flexible start and end Jmes with Paid Time Off (PTO) accruals versus sick and vacaJon buckets as “use it or lose it” benefit.

ROWE – Results Orientated Work Environment.

Technology Can Help

The use of different technologies available today can help companies gain a compeJJve edge over their compeJJon, such as: Ø  Onboarding – EffecJve personality profiles. Ø RecruiJng. Ø Performance SoluJons. Ø Background and Reference Check Systems.

Use the ROCK STAR Acronym: •  Reachable – Goals should fit the role and job descripJon & allow employee to be challenged.

•  Opportunity – Offer chances to work on new projects, or in a new division or group.

•  Challenging – Challenge employees’ skills & abiliJes to enable them to reach new levels.

•  Knowledge – Offer opportuniJes to be mentored. •  Tasks – What new tasks can be given to employees who want to increase their learning?

•  Acknowledgement – When employees go above and beyond, they want to be acknowledged.

•  Relevant – Work should be relevant & congruent to the company’s mission & values.

• Companies that offer op8ons to meet employees’ work-‐life balance can reap significant ROI:

• Fewer aCendance problems. • Increased loyalty. • Reduced turnover. • Less 8me to fill posi8ons. • Fewer on-‐the-‐job accidents. • Increased morale.

What is the ROI for the Employer?

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Sherri EllioC-‐Yeary, SPHR

Email: [email protected]

Ties to Ta/oos™© available at:

www.opJmancestrategies.com

www.generaJonalguru.com

www.amazon.com

TwiEer: @sherriellioE

Blog: hEp://generaJonalguru.com/blog/

SilkRoad Resources

Achieving Work-Life Balance Through SilkRoad!

o  For a full listing of SilkRoad resources. including case studies, videos, eBooks and research please visit: www.silkroad.com

o  Questions: [email protected] o  For a full listing of upcoming webinars please visit: o  http://www.silkroad.com/resources/Webinars.html

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Work-Life Balance Is NOT a Perk

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