2. Research Findings - Flextime
The availability of flexible work schedules is one
tool that many see as critical to addressing the
challenges families confront in managing the
conflicting responsibilities of work and family life.
(Devoe)
When employees are allowed flextime as a
benefit,
◦ 92% are more satisfied with their jobs
◦ 85% are better engaged with their work
◦ 84% are more motivated (Human Resources Report,
2013)
Men are as likely as women to use flexible work
arrangements (Hill, 2010)
3. Recommendations - Flextime
It is recommended that we offer more workplace
flexibility by offering flextime to our employees.
Create a policy manual to document how the plan
should be administered.
Core hours should be between 11 a.m. and 4
p.m. Arrival and departure times can be
adjusted within these parameters.
The employee should collaborate directly with
their manager; working together to design an
optimal flextime plan.
4. Justification - Flextime
Happier, healthier, and more productive
employees
Improved employee morale
Cost savings
Decreased absenteeism
Increased employee loyalty to the company
Lower employee turnover
5. Research Findings - Telecommuting
The rise of global networks and mobile technology now makes it
possible to move work outside of traditional time-and-space
boundaries (McDonald, 2013)
Many employees perform better and are more productive in a
non-office environment (Biro, 2013)
In a study of 24,436 IBM employees, the employees reported
that:
◦ Work interfered with personal and family life for 25% of them
◦ When employees were offered both flextime and the ability to telecommute,
they clocked 19 more hours per week at 57 hours compared to 38 hours per
week by employees working in the traditional office
◦ These same employees were happier and more satisfied with their job (Hill,
2010)
Workplace flexibility has proven to improve productivity along
with other benefits of reduced operating costs, decreased
absenteeism and the ability to win and retain the best talent.
(McDonald, 2013)
6. Recommendations - Telecommuting
It is recommended that we offer more
workplace flexibility by offering
telecommuting to our employees.
Create a policy manual to document how
the plan should be administered.
The employee should collaborate directly
with their manager; working together to
design an optimal telecommute plan.
7. Justification - Telecommuting
Happier, healthier, and more productive
employees
Improved employee morale
Cost savings
Decreased absenteeism
Increased employee loyalty to the company
Lower employee turnover
8. Research Findings – Tuition Reimbursement
One of the most important and generous benefits a company can
offer is tuition reimbursement (Jenkins, 2014)
53% of job seekers want tuition reimbursement (Harrison, 2003)
78% of job seekers want ongoing training (Harrison, 2003)
80% of employers offer some form of tuition reimbursement
(Student Aid Services, Inc., 2014)
88% of employers found tuition reimbursement to be a useful
employee retention tool (Student Aid Services, Inc., 2014)
66% of employers cited tuition reimbursement as the benefit
most effective in retaining front-line employees (Student Aid
Services, Inc., 2014)
9. Recommendations – Tuition Reimbursement
Offer a tuition reimbursement plan to our
employees.
Create a policy manual to document how
the plan should be administered.
Allow employees the ability to take classes
to earn degrees, gain knowledge, or
simply update their skills at the company’s
expense up to $10,000 per year.
10. Justification – Tuition Reimbursement
Keep employees relevant with their skills
and knowledge
Higher employee retention rate
Attract the best talent
Greater employee loyalty to the company
11. Research Findings – Paid Sabbatical
25% of the employers on Fortune’s 100 Best
Companies to Work For in 2012 offered paid
sabbaticals (The Build Network, 2013)
Morningstar plays up their sabbatical program in
recruiting brochures (Overman)
Morningstar credits their sabbatical program as a
great retention tool (Overman)
Sabbaticals allow employees covering for the
employee to stretch and grow (The Build Network,
2013)
Stress levels decline over what they were before the
employee went on leave (Levit, 2011)
12. Recommendations – Paid Sabbatical
Offer a paid sabbatical plan to our employees.
The sabbatical to include four-weeks of paid
time off at the employee’s five year
anniversary and every five years thereafter.
The sabbatical must be taken within two
years of the eligibility date or will be forfeited.
Create a policy manual to document how the
plan should be administered.
13. Justification – Paid Sabbatical
Great recruiting tool
Key retention tool
Great cross-training opportunity
Allows the covering employee to stretch
and grow
Employee returns to work recharged
