The JobSync Blog
Employers That Balance a Work/Life Flexibility Environment Will Win the Talent War
February 15, 2012
In a previous blog, we noted that Generation Y is more concerned with balancing work and life, and the sooner employers recognize and respect this need, the more effectively they will be able to recruit and incorporate such employees into their companies.
Allison O’Kelly, the founder and CEO of Mom Corps., a staffing agency that helps employers tap women and men who want flexibility instead of a traditional workplace, reminds us that such a need is not only prevalent in Generation Y but also in mid- to executive-level professionals who are significantly older.
In an interview on fastcompany.com, O’Kelly discusses how companies that "…employ a healthy and robust work/life flexibility environment – not one just on paper – will win the talent war." And she feels those who think work/life flexibility is a perk and not a strategic imperative are putting themselves at a competitive disadvantage. Incorporating a flexible work culture is not difficult, and O’Kelly recommends the following:
1. Ask employees their opinion. Chances are they won’t be asking for much.
2. Define regular office hours for both in the office and off-site. This can reduce anxiety around flextime for managers who know they can plan around such times to physically see their team.
3. Review company compensation models and policies to reflect flexible work options.
Make sure that employees who participate are not unfairly and unintentionally penalized.
4. Don’t just offer the program to employees, encourage it. When you’re talking about a culture or mindset shift, it has to be championed from the top. And championed consistently.
5. Promote flexible work programs externally as well as internally. Promoting such programs to the outside world is a powerful recruitment tool for potential new employees.
6. Be completely transparent with your workforce. When launching a test of flexibility, make it clear that it is a test to avoid morale issues in the future if you decide to change course.
7. Be aware that if you are broaching the subject of flex options, there may be no turning back. Given this dynamic, make sure you are committed on some level.
So flex your flexible work culture muscle to prospective candidates. And feel free to do it at the office or at home!
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