How workplace flexibility has become even more important for business success.

1. Flexibility: Better Than a Bailout Circle of Business March 17th, 2009 ThompsonConsulting, LLC. David J. Thompson, Ph.D. [email_address] 614-204-1781

2. Changing Demographics Balancing Work Responsibilities and Family Needs: The Federal Civil Service Response, Monthly Labor Review, Vol. 113 no 3. pg. 16

5. The Pipeline Is Even Less Work-Centric and More Family-Focused Source: FWI Generation & Gender Study 12-13% 41% 22% 50-52% Family-Centered Work-Centered Gen Y / Gen X Baby Boomers

8. Disengagement Is Growing Workers Who Are Engaged in Their Work Workers Who Are ACTIVELY DISENGAGED in Their Work Workers Who Are NOT Engaged in Their Work Source: Gallup Engaged Workers Index (2003)

10. 2003 2005 2004 2006

13. How the Benefit Dollar Is $pent Life Insurance 1.5 % Work-Life 5.1% Supplemental Pay 5.1% Retirement and Savings Plans 11.3 % Legally Required 29.1 % Medical and Related Benefits 24.3 % Payment for time not worked 23.6 % Source: U.S. Bureau of Labor Statistics (2007). Employer costs for employee compensation

16. Flexibility and Job Satisfaction Job too demanding to meet personal/family responsibilities Marriott managers participating in FWA pilots % of respondents who “strongly agree” or “agree” 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Pre-pilot Post-pilot Emphasis on hours, not work accomplished Advancement limited by hours worked Feel drained at end of day Management is supportive Co-workers are supportive 43% 15% 73% 29% 77% 83% 36% 59% 46% 56% 63% 71%

20. The Commitment Pyramid Drivers Enablers Sufficient compensation Recognition Career Opportunities Work/Life Effectiveness Support & Control over work Foundation Respected Organization Source: WFD Consulting

21. Being an “Employer of Choice” Pays 29.8% 11.4% 33.3% 18.3% 35.5% 17.6% Three-year return Five-year return Ten-year return Fortune 100 Best Companies S&P 500

25. A Shift in Focus … From To Workplace flexibility (a team sport) Individual flexible work arrangements Energy management Time management Dual-focus worker Work-primary Employee-driven Top-down Total rewards Monetary rewards Customization Standardization

27. End of the Zero Sum Game Source: Friedman, Christiensen & DeGroot, Work and Life: End of the Zero Sum Game (2000) Whole Person Priorities Experiment

29. Which business case would be the most compelling to your leaders? HR Attraction/Retention Motivation Reducing turnover Operations Reducing operational and Labor costs Customers Increase customer Satisfaction Staffing coverage

30. Thank You! [email_address]