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Culture is what really defines how much latitude people have in terms of managing their work and non-work demands, whether or not there’s a flextime policy on the books. More and more companies are acknowledging the importance of work-life balance, at least as far as official policy goes. MORE
Flextime is supposed to promote and facilitate work-life balance. Men, on average, put four hours unpaid overtime a week when on flextime. Women with children added one and a half hours of childcare to their weekly routines when they were on flextime. A study from Germany suggests otherwise. Men and women with children reported that flexible working left them with less free time than working conventional hours. MORE
The studies showed that fathers tend to use informal workarounds to spend more time with their kids; they should instead be encouraged to use formal ones, including flextime, telecommuting and compressed work weeks. Over the past few decades, we've seen reams of research and articles about the challenges that confront working mothers and been given heaps of advice on what corporate leaders can do about it. But what about working fathers? MORE
In turn, we adapted our culture to meet their needs — casual dress codes, flextime, healthy lifestyle options, community involvement, challenging work, more defined advancement. Soft skills are increasingly important in creating successful leaders Guest post from Gary S. Shamis: One of the most gratifying experiences in writing a leadership book is the introspection youallow yourself in the process. MORE
He started interviewing, taking flextime to travel to the meetings. Looking for a job while you already have one can be stressful, especially in the age of social media when privacy is scarce. You don't want to rock the boat at your current company but you want to find the next great opportunity. Should you tell your boss you're looking? How do you handle references? If you get an offer, is two weeks notice really enough? MORE
And so, it is a reflection of how your company supports your work-life balance, flextime, opportunities for growth and promotion, perks, and so forth. Flextime: According to a 2015 study by the Society of Human Resource Management , 80% of employers saw a spike in employee morale and engagement due to flexible work arrangements. It is a reflection of how your company supports your work-life balance, flextime, opportunities for growth and promotion, perks, and so forth. MORE
From welcoming flextime in the workplace to understanding how workforce analytics can impact business decisions, these are the biggest HR trends that you’ll see as we move into 2020. Flextime Jobs. Human Resource is all about recruiting, mentoring and tending of the greatest assets of any company—human capital. Traditionally, Human Resources restricted itself to hiring, payroll, and some administrative duties. MORE
In fact, this is why most flextime arrangements mandate “core hours” for all employees. The potential benefits of workplace variability are numerous — increased morale, motivation, and the ability to attract and retain talent — yet many managers don’t know where to start. Others are afraid that performance could suffer or something important could fall through the cracks. MORE
For example: NEED FLEXTIME. If you are seeking a new job, or are appearing for an interview to begin a new one, be prepared to answer this inevitable question Why did you quit your last job? Or why are you seeking this position? The reason behind this question is that the interviewer wants to know if you are leaving the company or job voluntarily or have been laid off or fired. The interviewer wants to know if there were performance issues involved. MORE
We can’t and probably don’t want to know the details about these teams, but as Solomon points out, if organizations really understood the workplace effects of strong outside relationships, they might be more receptive to policies like flextime and telecommuting that make it easier for employees to spend time with their significant others. Here’s something that’s obvious, but at the same time not: We’re all a lot more than we appear to be at work. MORE
For instance, while more hours worked, less vacation time taken, and less opportunity for flextime generally relate to lower well-being in our studies, that doesnt hold true when workers are engaged in the workplace. Like many of you, I often work outside of regular office hours while at home, in the airport, and sometimes on vacation. Mobile technology has created a new normal work life for a lot of us: Gallups research reveals that nearly all full-time U.S. MORE
Featured News burnout flextime Monster Pandemic work from homeMillions of Americans have lost their jobs in the COVID-19 pandemic, and the remaining American workforce feels more burnt out by the day, according to a national survey released by Monster. MORE
A Gallup poll showed that, even when workplaces offered benefits such as flextime and work-from-home opportunities, engagement predicted wellbeing above and beyond anything else. Too many companies bet on having a cut-throat, high-pressure, take-no-prisoners culture to drive their financial success. MORE
A unique, relevant, and compelling EVP is the perfect amalgamation of tangible rewards received by employees (such as compensation and benefits) and intangible rewards (such as company culture, flextime, meaningful opportunities, etc.). Some job seekers value flextime, learning, and cool projects. As the U.S. economy grows, more people are returning to work and moving to better jobs. MORE
Flextime and programmatic help would help ease the burden. While the power shortages in the wake of the earthquake and tsunami caused many companies to encourage employees to work from home, the overwhelming pressure to stay as late as one's peers means that "face time" will continue to trump flextime, and well-qualified Japanese women will pay the price. MORE
We can’t and probably don’t want to know the details about these teams, but as Solomon points out, if organizations really understood the workplace effects of strong outside relationships, they might be more receptive to policies like flextime and telecommuting that make it easier for employees to spend time with their significant others. Here’s something that’s obvious, but at the same time not: We’re all a lot more than we appear to be at work. MORE
Some examples of this include travel perks, “cherry” projects, flextime, and more. In the past, bullying was something only heard about in school settings, or similar places where children gathered. However, today, this has changed significantly. Now, everyone, regardless of age, gender, or class, can be a victim. Unfortunately, many people don’t even know the signs of bullying in the workplace, but this is something that happens almost every day, all across the country. MORE
Flextime programs have never been more popular than they are today. Their research explored a potential reason for the widely varying outcomes: managers might look upon flextime favorably when they perceive a worker is using it to achieve higher productivity, and unfavorably when they perceive it being used to accommodate personal-life demands. make the case that depending on what the manager attributes the flextime use to, the employee may be either rewarded or penalized. MORE
Among the suggestions and solutions aired by conference attendees: Flextime is still relatively unknown in China. One way to remove the stigma associated with flexible work arrangements, suggests Rosalind Hudnell, Chief Diversity Office Director for Intel , is to detach it from working mothers and telecommuters, and apply "intermittent flextime" that could apply as much to someone whose job entails late-night telephone calls to California as to someone dealing with ailing elders. MORE
Gallup also found, in a separate study ( [link] ), that regardless of the number of hours worked, weeks of vacation time or a company''s flextime policy, engaged workers have a higher overall level of well being. A Gallup Poll conducted last year gives credence to what many successful companies have known for years--engaged, involved workers impact a business'' bottom line in a positive manner. . In 2012, Gallup looked at 49,928 businesses or work units and about 1.4 MORE
Flextime provides an opportunity for employees to match their work schedules to their own circadian rhythms. Humans have a well-defined internal clock that shapes our energy levels throughout the day: our circadian process, which is often referred to as a circadian rhythm because it tends to be very regular. If you’ve ever had jetlag, then you know how persistent circadian rhythms can be. MORE
During a wage freeze, Natalie Wolowitz, executive vice president at an Illinois-based staffing agency, suggests looking at other aspects of the job that can be negotiated – such as flextime, a LinkedIn or edX learning account, stipend for holiday travel, tuition reimbursement or stock options, etc. MORE
The widespread use of flextime and remote work means that your success and productivity in a job will be judged by your results – not where or when you accomplished them. Being a futurist means paying attention to new patterns or trends that are slowly percolating up through the market and/or society that have the potential to catch on in a major way. It’s about coming up with possible scenarios for the future given these developments. MORE
Sure, flextime is OK. One of the great pleasures of my job is thinking about, creating, and publishing charts in partnership with our amazing designers. And you all seem to quite like them, too. So as is required among most all digital editors at the end of each calendar year, I’ve gone through the entirety of 2014’s charts, tables, and other visuals we’ve published for HBR.org – hundreds in all – to highlight 20 that tell particularly interesting stories. MORE
Many companies also need to adopt more progressive policies regarding flextime, career stops, job sharing, and other alternative career paths. Ellen Kullman (DuPont), Maria das Graças Silva Foster (Petrobras), and Chua Sock Koong (Singapore Telecommunications) lead three of the most powerful companies in the world. These women, like many other great leaders, got there by working their way up the ladder — not by founding entrepreneurial ventures. MORE
Maybe you were contemplating a change in employment policies such as flextime or one in customer-facing processes such as a new billing system. Think about the last time you considered introducing a significant change in your enterprise with the intention of improving organizational effectiveness. You likely studied the proposed change in detail, discussed it at length with relevant colleagues, came up with a strategy for implementing it, and then introduced it. MORE
Are such “right to request” laws indicators of a rise in flextime? Or do they reflect a fear that flextime programs are being eliminated? Extended flextime, such as job sharing, part-time work, and sabbaticals, is an even stronger employee magnet. More substantial opportunities for flextime are also crucial to retaining employees, especially those who are new parents or are dealing with eldercare issues. MORE
We can’t and probably don’t want to know the details about these teams, but as Solomon points out, if organizations really understood the workplace effects of strong outside relationships, they might be more receptive to policies like flextime and telecommuting that make it easier for employees to spend time with their significant others. Here’s something that’s obvious, but at the same time not: We’re all a lot more than we appear to be at work. MORE
Moreover, when HR does institutionalize formal “work-life” programs like formal flextime or telecommuting, the effect is often to produce negative consequences for those using them.) I have a friend who is an ascending executive at an international financial firm. His career has always been demanding- long hours, lots of travel, ultra-high performance standards (which he always has met or exceeded). MORE
Employers don’t necessarily have to institute formal programs to allow for telecommuting or flextime. A new survey report just published by Staples Advantage offers a paradoxical set of findings about US office workers. Overwhelmingly, they are happy. Yet the majority of them feel burned out. How could both things be true? First, a look at the statistics. MORE
Flextime allows you to complete your work commitments as well as childcare. An alarming rate of women are leaving the workforce than men. Just in September, 865,000 women left the U.S. workforce, compared to the 216,000 men – a drop that’s four times higher. MORE
So what are some of the best practices around flexible work and flextime? In this time of economic uncertainty, the pressure to control costs is at a peak. With hiring freezes and layoffs, companies increasingly are asking themselves how to produce the results they need with limited or decreasing human resources. One innovative firm in the Bay Area, Flexperience, has created a different talent market: experienced professionals who seek flexible work opportunities. MORE
Flextime Related Topics HR Digest
SEPTEMBER 28, 2020
Featured News burnout flextime Monster Pandemic work from homeMillions of Americans have lost their jobs in the COVID-19 pandemic, and the remaining American workforce feels more burnt out by the day, according to a national survey released by Monster.
Harvard Business Review
MAY 13, 2014
Flextime programs have never been more popular than they are today. Their research explored a potential reason for the widely varying outcomes: managers might look upon flextime favorably when they perceive a worker is using it to achieve higher productivity, and unfavorably when they perceive it being used to accommodate personal-life demands. make the case that depending on what the manager attributes the flextime use to, the employee may be either rewarded or penalized.
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Harvard Business Review
JUNE 20, 2014
Are such “right to request” laws indicators of a rise in flextime? Or do they reflect a fear that flextime programs are being eliminated? Extended flextime, such as job sharing, part-time work, and sabbaticals, is an even stronger employee magnet. More substantial opportunities for flextime are also crucial to retaining employees, especially those who are new parents or are dealing with eldercare issues.
HR Digest
JULY 6, 2019
Flextime is supposed to promote and facilitate work-life balance. Men, on average, put four hours unpaid overtime a week when on flextime. Women with children added one and a half hours of childcare to their weekly routines when they were on flextime. A study from Germany suggests otherwise. Men and women with children reported that flexible working left them with less free time than working conventional hours.
HR Digest
FEBRUARY 4, 2021
Flextime allows you to complete your work commitments as well as childcare. An alarming rate of women are leaving the workforce than men. Just in September, 865,000 women left the U.S. workforce, compared to the 216,000 men – a drop that’s four times higher.
Great Leadership By Dan
OCTOBER 24, 2019
In turn, we adapted our culture to meet their needs — casual dress codes, flextime, healthy lifestyle options, community involvement, challenging work, more defined advancement. Soft skills are increasingly important in creating successful leaders Guest post from Gary S. Shamis: One of the most gratifying experiences in writing a leadership book is the introspection youallow yourself in the process.
HR Digest
DECEMBER 5, 2019
And so, it is a reflection of how your company supports your work-life balance, flextime, opportunities for growth and promotion, perks, and so forth. Flextime: According to a 2015 study by the Society of Human Resource Management , 80% of employers saw a spike in employee morale and engagement due to flexible work arrangements. It is a reflection of how your company supports your work-life balance, flextime, opportunities for growth and promotion, perks, and so forth.
|
Strategy Driven
MAY 6, 2019
Some examples of this include travel perks, “cherry” projects, flextime, and more. In the past, bullying was something only heard about in school settings, or similar places where children gathered. However, today, this has changed significantly. Now, everyone, regardless of age, gender, or class, can be a victim. Unfortunately, many people don’t even know the signs of bullying in the workplace, but this is something that happens almost every day, all across the country.
HR Digest
OCTOBER 5, 2020
During a wage freeze, Natalie Wolowitz, executive vice president at an Illinois-based staffing agency, suggests looking at other aspects of the job that can be negotiated – such as flextime, a LinkedIn or edX learning account, stipend for holiday travel, tuition reimbursement or stock options, etc.
HR Digest
OCTOBER 3, 2019
A unique, relevant, and compelling EVP is the perfect amalgamation of tangible rewards received by employees (such as compensation and benefits) and intangible rewards (such as company culture, flextime, meaningful opportunities, etc.). Some job seekers value flextime, learning, and cool projects. As the U.S. economy grows, more people are returning to work and moving to better jobs.
Coaching Tip
APRIL 19, 2013
Gallup also found, in a separate study ( [link] ), that regardless of the number of hours worked, weeks of vacation time or a company''s flextime policy, engaged workers have a higher overall level of well being. A Gallup Poll conducted last year gives credence to what many successful companies have known for years--engaged, involved workers impact a business'' bottom line in a positive manner. . In 2012, Gallup looked at 49,928 businesses or work units and about 1.4
Strategy Driven
JANUARY 8, 2019
The widespread use of flextime and remote work means that your success and productivity in a job will be judged by your results – not where or when you accomplished them. Being a futurist means paying attention to new patterns or trends that are slowly percolating up through the market and/or society that have the potential to catch on in a major way. It’s about coming up with possible scenarios for the future given these developments.
HR Digest
JANUARY 17, 2020
For example: NEED FLEXTIME. If you are seeking a new job, or are appearing for an interview to begin a new one, be prepared to answer this inevitable question Why did you quit your last job? Or why are you seeking this position? The reason behind this question is that the interviewer wants to know if you are leaving the company or job voluntarily or have been laid off or fired. The interviewer wants to know if there were performance issues involved.
|
Marshall Goldsmith
NOVEMBER 29, 2010
So what are some of the best practices around flexible work and flextime? In this time of economic uncertainty, the pressure to control costs is at a peak. With hiring freezes and layoffs, companies increasingly are asking themselves how to produce the results they need with limited or decreasing human resources. One innovative firm in the Bay Area, Flexperience, has created a different talent market: experienced professionals who seek flexible work opportunities.
Harvard Business Review
DECEMBER 22, 2014
Sure, flextime is OK. One of the great pleasures of my job is thinking about, creating, and publishing charts in partnership with our amazing designers. And you all seem to quite like them, too. So as is required among most all digital editors at the end of each calendar year, I’ve gone through the entirety of 2014’s charts, tables, and other visuals we’ve published for HBR.org – hundreds in all – to highlight 20 that tell particularly interesting stories.
Harvard Business Review
SEPTEMBER 1, 2014
Culture is what really defines how much latitude people have in terms of managing their work and non-work demands, whether or not there’s a flextime policy on the books. More and more companies are acknowledging the importance of work-life balance, at least as far as official policy goes.
Harvard Business Review
MARCH 24, 2014
In fact, this is why most flextime arrangements mandate “core hours” for all employees. The potential benefits of workplace variability are numerous — increased morale, motivation, and the ability to attract and retain talent — yet many managers don’t know where to start. Others are afraid that performance could suffer or something important could fall through the cracks.
Harvard Business Review
JULY 13, 2015
Employers don’t necessarily have to institute formal programs to allow for telecommuting or flextime. A new survey report just published by Staples Advantage offers a paradoxical set of findings about US office workers. Overwhelmingly, they are happy. Yet the majority of them feel burned out. How could both things be true? First, a look at the statistics.
Harvard Business Review
OCTOBER 24, 2012
The studies showed that fathers tend to use informal workarounds to spend more time with their kids; they should instead be encouraged to use formal ones, including flextime, telecommuting and compressed work weeks. Over the past few decades, we've seen reams of research and articles about the challenges that confront working mothers and been given heaps of advice on what corporate leaders can do about it. But what about working fathers?
Harvard Business Review
JANUARY 28, 2015
Flextime provides an opportunity for employees to match their work schedules to their own circadian rhythms. Humans have a well-defined internal clock that shapes our energy levels throughout the day: our circadian process, which is often referred to as a circadian rhythm because it tends to be very regular. If you’ve ever had jetlag, then you know how persistent circadian rhythms can be.
Harvard Business Review
NOVEMBER 27, 2012
Many companies also need to adopt more progressive policies regarding flextime, career stops, job sharing, and other alternative career paths. Ellen Kullman (DuPont), Maria das Graças Silva Foster (Petrobras), and Chua Sock Koong (Singapore Telecommunications) lead three of the most powerful companies in the world. These women, like many other great leaders, got there by working their way up the ladder — not by founding entrepreneurial ventures.
Harvard Business Review
NOVEMBER 6, 2014
We can’t and probably don’t want to know the details about these teams, but as Solomon points out, if organizations really understood the workplace effects of strong outside relationships, they might be more receptive to policies like flextime and telecommuting that make it easier for employees to spend time with their significant others. Here’s something that’s obvious, but at the same time not: We’re all a lot more than we appear to be at work.
Harvard Business Review
NOVEMBER 6, 2014
We can’t and probably don’t want to know the details about these teams, but as Solomon points out, if organizations really understood the workplace effects of strong outside relationships, they might be more receptive to policies like flextime and telecommuting that make it easier for employees to spend time with their significant others. Here’s something that’s obvious, but at the same time not: We’re all a lot more than we appear to be at work.
Harvard Business Review
NOVEMBER 6, 2014
We can’t and probably don’t want to know the details about these teams, but as Solomon points out, if organizations really understood the workplace effects of strong outside relationships, they might be more receptive to policies like flextime and telecommuting that make it easier for employees to spend time with their significant others. Here’s something that’s obvious, but at the same time not: We’re all a lot more than we appear to be at work.
Harvard Business Review
OCTOBER 13, 2014
Maybe you were contemplating a change in employment policies such as flextime or one in customer-facing processes such as a new billing system. Think about the last time you considered introducing a significant change in your enterprise with the intention of improving organizational effectiveness. You likely studied the proposed change in detail, discussed it at length with relevant colleagues, came up with a strategy for implementing it, and then introduced it.
Harvard Business Review
AUGUST 8, 2014
For instance, while more hours worked, less vacation time taken, and less opportunity for flextime generally relate to lower well-being in our studies, that doesnt hold true when workers are engaged in the workplace. Like many of you, I often work outside of regular office hours while at home, in the airport, and sometimes on vacation. Mobile technology has created a new normal work life for a lot of us: Gallups research reveals that nearly all full-time U.S.
Harvard Business Review
JANUARY 8, 2014
Moreover, when HR does institutionalize formal “work-life” programs like formal flextime or telecommuting, the effect is often to produce negative consequences for those using them.) I have a friend who is an ascending executive at an international financial firm. His career has always been demanding- long hours, lots of travel, ultra-high performance standards (which he always has met or exceeded).
Harvard Business Review
DECEMBER 1, 2015
A Gallup poll showed that, even when workplaces offered benefits such as flextime and work-from-home opportunities, engagement predicted wellbeing above and beyond anything else. Too many companies bet on having a cut-throat, high-pressure, take-no-prisoners culture to drive their financial success.
Harvard Business Review
MARCH 1, 2012
He started interviewing, taking flextime to travel to the meetings. Looking for a job while you already have one can be stressful, especially in the age of social media when privacy is scarce. You don't want to rock the boat at your current company but you want to find the next great opportunity. Should you tell your boss you're looking? How do you handle references? If you get an offer, is two weeks notice really enough?
Harvard Business Review
NOVEMBER 14, 2011
Flextime and programmatic help would help ease the burden. While the power shortages in the wake of the earthquake and tsunami caused many companies to encourage employees to work from home, the overwhelming pressure to stay as late as one's peers means that "face time" will continue to trump flextime, and well-qualified Japanese women will pay the price.
Harvard Business Review
APRIL 8, 2011
Among the suggestions and solutions aired by conference attendees: Flextime is still relatively unknown in China. One way to remove the stigma associated with flexible work arrangements, suggests Rosalind Hudnell, Chief Diversity Office Director for Intel , is to detach it from working mothers and telecommuters, and apply "intermittent flextime" that could apply as much to someone whose job entails late-night telephone calls to California as to someone dealing with ailing elders.
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