2. Presentation agenda
Work-life balance definitions and myths
Business impact of stress
Evaluating your stress level
How to improve your work-life balance
Creating a culture that supports work-life balance
3. Work-life balance - What is it?
Meaningful daily achievement and
enjoyment in all aspects of the person’s
life: Work, family, friends and self
A vital factor in achieving a balance is
making sure that work does not overwhelm
or dominate; and also, that it does not
cause damage to the individual by way of
6. Work-life balance myths
Work-life balance is an oxymoron
Work life balance means spending 50% of your time at work
and 50% of your time at home
Women want more work-life balance than men
Work-life balance is synonymous with work-family balance
8. Stress costs employers billons
Sources: The American Institute of Stress, HumanNature@Work, Towers Watson’s 2013/14 Global Benefits Attitudes Survey.
9. Job conditions that may lead to stress
Design of Tasks
• Heavy workload, infrequent rest
breaks, long work hours and
• Hectic and routine tasks that
have little inherent meaning
• Do not utilize workers' skills
• Provide little sense of control
• Lack of participation by workers
in decision- making
• Poor communication in the
• Lack of family-friendly policies
• Job insecurity and lack of
opportunity for growth,
advancement, or promotion
• Rapid changes for which workers
• Conflicting or uncertain job
• Too much responsibility
• Too many "hats to wear“
• Poor social environment
• Lack of support or help from
coworkers and supervisors
• Unpleasant or dangerous
physical conditions such as
crowding, noise, air pollution, or
10. Stress is a top lifestyle risk identified by employees of large
companies around the world
1 2 3 4 5 6 7
Europe 1 2 4 2 4 7 6
Brazil 1 2 3 7 6 5 4
Mexico 1 2 3 6 5 4 7
Canada 1 2 3 6 5 4 7
1 3 2 5 6 4 7
Top lifestyle risk factors
Source: 2013/14 Towers Watson Global Staying@Work Survey surveyed 22,347 employees of large companies in 12 countries (US, Canada, Mexico, Brazil, Chile, UK, France,
Germany, Japan, Australia, China, India)
Holmes and Rahe stress scale - How many apply to you in the last year?
Score of 300+: At risk of illness.
Score of 150-299: Risk of illness
is moderate (reduced by 30%
from the above risk).
Score <150: Only have a slight
risk of illness.
12. Stress- Positive and negative
Affects each of us differently
Some thrive under stress and others wilt
40% of turnover is due to stress
60% of accidents on the job are stress related
Employees working 11 hours a day or more were 67%
more likely to have a heart attack
13. How do you know you are out of balance?
Physical: Headaches, upset stomach, sleep disturbances, changes in
appetite, muscle tension, fatigue, heart palpitations
Emotional: Feeling depressed, anxious, angry, or powerless. Feeling irritable
and have difficulty making decisions
Personal: Missed opportunities to spend time with friends and family, feeling
job burnout, isolated. Self medicating with alcohol or drugs
Physical, emotional and personal symptoms
15. Identifying sources of stress
Identify the sources of stress at work
Amount of work and deadlines
Relationships with others
Identify the sources of stress in your life outside of work
Too many commitments
16. Stress management techniques
Emergency stress stoppers
Deep breaths and/or count to ten before you speak
Walk away and/or go for a walk
Find your joy
Listen to music
Take a class or read
17. How to improve work-life balance
Manage your time, set limits and learn to say “No”
Unplug when you leave work
Take ALL of your vacation time
Talk to others about your stress level and lean on your support system when
you are especially stressed
Resolve to take better care of yourself; get physical activity, eat well and get
an adequate amount of sleep
Five areas of focus
18. 9 successful people who prove you should use your vacation time
Marissa Mayer, Yahoo! CEO
John Donahoe, Former President & CEO, eBay
Richard Branson, Virgin Group founder (400+ companies)
“Maintaining focus on having fun isn’t just about rest and recuperation: When you go on vacation, your
routine is interrupted; the places you go and the new people you meet can inspire you in unexpected ways.
As an entrepreneur or business leader, if you didn’t come back from your vacation with some ideas about
how to shake things up, it’s time to consider making some changes.
I make sure that I disconnect by leaving my smartphone at home or in the hotel room for as long as
possible — days, if I can — and bringing a notepad and pen with me instead. Freed from the daily stresses
of my working life, I find that I am more likely to have new insights into old problems and other flashes of
Michelle Obama, First Lady
Tony Schwartz, The Energy Project, CEO
Sheryl Sandberg, Facebook COO
Jim Moffatt, Deloitte Consulting Division, CEO
JJ Ramberg host of MSNBC’s Your Business and co-founder of philanthropy organization GoodSearch
Sarah Michelle Gellar, Actress
19. The key word is balance
Stop doing the things that aren’t working
Find the right balance that works for you
Focus on your small successes
21. OLD NEW
• LIVE to work
• INDIVIDUAL achievement
• CORNER office
• Work to LIVE
• GROUP oriented
• FLEXIBLE schedules/social media
• GIVING BACK
Source: Intelligence Group – Cassandra Report; 2013
New value system
22. Work/life balance is now… Work/life integration
88% of Gen Ys prefer
Work/life integration vs.
Source: Intelligence Group – Cassandra Report; 2013
23. Workplace flexibility overview
What is workplace flexibility?
A business strategy that allows workers to make choices about core
aspects of their work related to:
Time – when and how long work is performed
Place – where work is performed
Task – the specific tasks that are performed
24. Why workplace flexibility … why now?
Workplace flexibility is good talent strategy
A broader talent pool
National even global – not local or even regional
Employees want to prove a flexible work arrangement can be successful and thus are
Studies show that organizations that offer workplace flexibility have less absenteeism
and turnover, and higher levels of engagement and productivity.
Truly engaged employees do not leave the job behind when they are off the clock. They
carry their work and current projects with them 24/7.
25. Building the business case
Increased Remained the Same Decreased
Source: SHRM 2014 – Overview of Workplace Flexibility
Changes as a result of telecommuting
26. Types of flexible work arrangements
Flexible Work Arrangements Description
Flex time Choose starting and finishing times
Compressed work week Work fewer than five days but still
the same weekly hours
Telecommuting Working somewhere other than the
corporate office/company building
Regular part time Work hours less than 40
Job sharing Share a full time job with another
Phased retirement Allowing older employees to remain
employed in a different manner and
Leaves and sabbatical Authorized periods of time off
27. Workplace flexibility prevalence
1 Telework on an ad hoc basis 83% 85%
2 Flex time (flexible start/start times) 84% 82%
3 Part time schedules 84% 82%
4 Phased return from leave 59% 56%
5 Telework on a regular, monthly basis (at least 1 day per
6 Telework on a regular, weekly bases (at least 1 day per
7 Compressed workweek (e.g. 4/10, 3/12) 52% 48%
8 Telework full time 37% 34%
9 Phased retirement 27% 30%
10 Job share 27% 21%
Source: Trends in Workplace Flexibility (WorldatWork, 2015)
Teleworking, flex time and part-time schedules continue to top the list.
28. Workplace flexibility
Non-Existent Inconsistent Strategic Deeply Embedded
Flexibility is rarely used,
if at all, and is not
viewed as an important
element in attracting,
motivating and retaining
Flexibility is viewed as a
special perk, if allowed
Some formal programs
and policies, but they
are not widely applied
Some departments use
arrangements, but their
use is inconsistent and
Flexibility options are
limited and may still be
viewed as a special
Flexibility is strategic
and viewed as an
success, and is widely
used around the
However, formalities in
the process or policy
may limit the use of
The concept of
workplace flexibility is
part of our
There is universal
access to flexibility and
it is integrated into the
Employees feel free to
request flexibility as
needed and managers
are encouraged to be
“flexible” as they work in
employees to find
solutions that lead to
29. Business case
Through telecommuting, Aetna cut 2.7 million square feet of office space
for about $78 million in cost savings a year
30. Bottom line results
Employees are happier and healthier
Greater control over food choices
Access to a full kitchen = healthier eating
No social pressure to eat out
Better physical health
Less exposure to germs
Ability to get up and move around
Increased access to natural light
31. Bottom line results
Employees are happier and healthier
Decreased job stress
Long commutes, toxic co-workers,
continual interruptions and an "always
on" work environment are a recipe for
one thing: STRESS.
Improved sleep – with a zero commute
time many workers are able to sleep in.
32. Turning up flexibility for the summer
One day off per week
Ex: School districts closing administrative offices
during summer Fridays (to save energy costs)
Ex: 80 hours/9 days with every other Friday off
Early closing on Friday/shortened work day(s)
Example: Paid half day Fridays from Memorial day
to Labor day
Change in core hours/schedule/shift
About 14% of organizations offer “seasonal scheduling”
Source: 2015 Employee Benefits Report (SHRM)
33. Impact of summer schedules
Profound effect on employee morale –
tells your workers that you care about
them and their families
Many employees take fewer vacation days as a
result of having longer weekends/more flexible
Can help offset negativity related to
program elimination, lack of merit and/or
Extra time off is a great perk at low cost
Serves as differentiator/incentive in
Identify your stressors
Commit to making one small change
Use you influence in the workplace to provide more flexibility for
A clear mandate is seen in the Top lifestyle risks globally, with Stress, Lack of Physical Activity and Obesity as the clear drivers of risks. We will be discussing stress in more detail later as there are some distinctive differences in the employer view vs. employee view of areas of focus. Such uniformity in priorities provide multinationals with a good opportunity to create global initiatives for each top risk and leverage internal best practices to help create sustainable behavior change.
55% of Americans did not take all their vacation time ( 2015) These workers gave up 658 million unused vacation days
Fail to use 5 vacation days a year
Some 28% of workers told Glassdoor’s survey that they fear getting behind while they’re sitting on a beach, another 17% actually say they fear losing their job, 19% don’t take all of their days in the hopes that it will give them an edge for a promotion, while 13% are competitive and wanting to outperform colleagues. As workers shoulder a heavier workload post-recession, he says others are afraid of not meeting goals.
“The higher up the person was in the company, the more time they left on the board. The lower down, the more they took.
There is clearly a New Value System with a widespread appetite among workers to reduce the drudgery of commuting and work in a more convenient location providing them flexibility and a better balance of work and life.
So let’s talk a little about the basics beginning with – what is workplace flexibility?
Most of us, at some point in our lives, have worked in organizations that are rigid and unyielding. You know, where you have to make your way in to buildings filled with acres of gray carpeting bathed in florescent light, by a specific time each and every day. These kinds of work cultures breed mediocrity. They deaden the soul (not to mention productivity and creativity).
A company may be able to survive being managed that way, but it won’t soar. Because top talent will have no interest in working there.
When talented employees decide to work from home three days a week, they are making a serious commitment to the organization. Instead of working for you, they are working with you
If Talent doesn’t need to be in the office, your talent pool expands from local to national or even global
Flexibility is a talent magnet.
It is one of the top three reasons highly skilled workers cite in choosing an employer – 83% of the companies on the Fortune 100 Best Places to Work list offer virtual work options.
So what are the different types of Flexible Work Arrangements?
It is time for an anywhere, anytime workplace that moves beyond the dreary, gray carpeted walls of cubicles to a new world of freedom and flexibility. Organizations that want to attract and retain high-performing employees understand they need to rethink the physical environment and the benefits of using workplace flexibility to increase employee efficiency and productivity.
And it’s not just Millennials…. (although Millennials are often thought of as being wired ,connected, and wanting flexibility)…ALL types of workers have different needs and desires….it’s not about age…it’s about ….Choice.
By far, the most prevalent flexibility programs offered are telework on an ad-hoc basis, flex time and part-time schedules (with or without benefits). These programs are each offered to some or all employees in more than 80% of organizations. When offered, flex time and telework on an adhoc basis are also the most commonly used since 2010, with flex time ranked highest.
But other than on an ad-hoc basis, working virtually is not taking off as much as other forms of flexible work arrangements…So why is that?
There’s a fear/ misperception/a trust issue….If you can’t “see” the person, they must be doing “less working,” and “more shirking”. That is a misperception, however.
Can every form of flexibility work for all employees? Of course not. There are situations where telecommuting would not be feasible or working a compressed work week would not meet customer needs. But should we be bound by the outdated notion that all work must be done within the confines of an office or between the hours of 9 and 5?
If we choose to, we can lead the effort to make the workplace a more enriching, satisfying and productive environment. We can create a workplace that is not only flexible and resilient but ready for the unknown challenges and undefined opportunities that lie before us. To do this, HR needs to think strategically and big; going beyond simply tweaking policies, procedures and systems to a focus on re-envisioning and re-defining the workplace.
Mastering flexibility through program design and/or striving for a culture of flexibility is not something an organization does on the first or even second try. It’s an evolutionary process that occurs when employee’s achieve work-life effectiveness and employer’s understand the valid business reasons for cultivating new ways of working.
Optional: Note, San Francisco, CA became the first city to require a flexible workplace ordinance (FFWO) – passed on October 8, 2013 and effective January 1, 2014.
This ordinance gives certain employees the right to request a flexible work arrangement and gives the employer the right to refuse for legitimate business reasons.
The FFWO requires that employers with 20 or more employees allow any employee who is employed in San Francisco, has been employed for six months or more by the current employer, and works at least eight hours per week on a regular basis to request a flexible or predictable working arrangement to assist with caregiving responsibilities. The employee may request the flexible or predictable working arrangement to assist with care for:
a child or children under the age of eighteen;
a person or persons with a serious health condition in a family relationship with the employee; or
a parent (age 65 or older) of the employee.
Within 21 days of an employee’s request for a flexible or predictable working arrangement described above, an employer must meet with the employee regarding the request. The employer must respond to an employee’s request within 21 days of that meeting.
An employer who denies a request must explain the denial in a written response that sets out a bona fide business reason for the denial and provides the employee with notice of the right to request reconsideration.
An amendment to the FFWO was finally passed by the San Francisco Board of Supervisors on January 7, 2013 and became operative on February 14, 2014. The amendment clarifies that a covered Employer under the FFWO is an employer with 20 or more employees anywhere.
A web search for telecommuting companies brings loads of results with lists of supposedly "telecommute friendly" companies. Yet, what does that mean? Any company can put a telecommuting policy on the books, but how--or whether--that policy is implemented makes all the difference.
While there are lists companies that offer some type of work-at-home opportunities, Aetna is more a company that is more than just hospitable to the occasional telecommuter; they have a proven track record of using a remote workforce across multiple divisions within the company which is what I call telecommute friendly.
While Aetna began its telecommuting program in claims processing - now, more than a decade later, that has expanded to include other departments, such as nursing, sales, legal, IT, product management, claims and clinical staff. The company’s careers website helps jobseekers find potential telecommuting jobs by selecting yes within the category entitled "Potential Telework Position” While many positions are not necessarily hired as telecommuting, you are able to transition to it in the future. For jobs that are telecommuting currently, applicants simply need to type in ‘telework’ or ‘work at home’ within the search functionality on the career board.
Aetna telecommuting cost reduction - at $29 a square foot This includes utilities, housekeeping, mail service and document shredding.
2015 Telecommuter Survey - MomCorps
Improved nutrition. Office birthday parties. Candy and cookie sales. Vending machines filled with chips and chocolate bars. With immediate access to high-calorie, high-fat foods, it's no surprise that working in an office makes employees fat.
Better physical health. Ability to get up and move around. People who work from home frequently use breaks to clean, do laundry, play with their pets or engage in other physical activities which combat the sedentary nature of their jobs. More frequent movement prevents a host of physical problems associated with office work, including poor circulation, incorrect posture and eye strain.
Decreased stress and improved sleep = happier and healthier employees
For many as summer approaches so do the requests for vacation, additionally many companies find this to be there slow time of year while others find that employees shift into weekend mode earlier when the sun is shining and the temperatures are rising.
There are many different options you can deploy or consider with providing a short day on Fridays or allowing every other Friday off to be the most predominant.
According to the Corporate Executive Board whom conducted a survey on the practice of providing summer hours in 2012, about 30 percent of the top public companies in the U.S. offer some version of summer Fridays.
The definition of “summer” varies widely. For most companies, it’s between Memorial Day and Labor Day. Pfizer’s summer Fridays coincide with Daylight Savings Time.
As one study indicated (A Captive Network) workers were up to 45 percent more distracted during the summer.
you may see an increase in employee loyalty and productivity by offering a summer schedule.