Seventy percent of working mothers say having a flexible work schedule is extremely important to them, according to a Pew survey. (So do 48 percent of working fathers.)
To that end, a new job board is looking to leverage workplace flexibility to help close the gender gap, according to this new piece in the New York Times Upshot section:
A new job search company, Werk, is trying to address the [gender-gap] problem by negotiating for flexibility with employers before posting jobs, so employees don’t have to.
Facebook, Uber and Samsung are among the companies with job listings on the Werk site, in which all the positions listed “are highly skilled jobs that offer some sort of control over the time and place of work. People can apply to jobs that let them work away from the office all the time or some of the time, and at hours other than 9-to-5, part time or with minimal travel.”
Another option the site offers gives workers the freedom to adjust their schedules, no questions asked, because of unpredictable home and/or family obligations.
The story quotes Gerard Masci, founder and chief executive of Lowercase, a start-up eyeglass maker in Brooklyn, who just hired a vice president for communications on Werk. The company’s new hire works part-time and remotely, except for monthly in-person meetings.
“I don’t care if this week you work less if in a month you work more, and whether they work in the space or not is irrelevant,” Mr. Masci said. “All I care about is the productivity in the end.”
The full story is well worth a read for any HR leaders who are looking for ways to improve flexibility efforts without sacrificing productivity or quality talent.
Just a heads up that, if you’d like to join forces with the Entertainment Benefits Group and Project: Time Off in encouraging employees to take all their vacation time, today (Tuesday) is the day to get them poring over their calendars.
Both groups have joined together in a Jan. 31 “call to action” for more American workers to get a “jumpstart on planning their vacation,” according to this release from the EBG. In the words of Brett Reizen, president and CEO of EBG:
“[Our] mission is to bring fun and happiness to people’s lives by providing employees nationwide direct access to special offers on top travel and entertainment products across the country. Living in a work-driven culture where vacation and time off is essential, we embraced the chance to … foster work/life balance, boost employee happiness and increase productivity in the workplace.”
(EBG, a U.S. corporate travel and entertainment benefits program, will support the initiative by providing employers and their employees access to exclusive offers on premier travel and entertainment experiences through its corporate programs division — TicketsatWork, Plum Benefits and Working Advantage.)
“Americans leave 658 million days unused each year. The single-most important step workers can take is to plan their time off in advance. Yet less than half — 49 percent — of households set aside time to plan the use of their vacation time each year.”
Also, according to the PTO research, 51 percent of those who plan their vacation took all of their time off, where just 39 percent of non-planners did, and 69 percent of planners took a week or more of vacation time, where just 46 percent of non-planners did.
We’ve posted our own vacation red flags and statistics for employers here on HRE Daily, including the huge number of “under-vacationed” employees and some of the reasons for it, such as the fact that others in the workplace — managers and co-workers — tend to shame vacation-takers.
If reading up on the merits of enforcing or, at least, encouraging the taking of all allotted vacation time, consider these additional stats from PTO’s research:
The time spent planning correlated with greater happiness in nine categories, including:
85 percent of planners report they are happier with their relationships with their significant other, compared to 72 percent of non-planners.
69 percent of planners, compared to 60 percent of non-planners, report being happy with their relationships with their children.
81 percent of planners say they are happy with their financial situation, compared to 71 percent of non-planners.
90 percent of planners are happy with their professional success, compared to 82 percent of non-planners.
Now, whether taking vacations led to this increased happiness and success or happy, successful people are the ones more likely to take all of their vacation time is unclear.
What is clear, to me anyway, is employers have nothing to lose and a lot to gain, including in employee productivity and engagement, by making sure employees are getting out of the office as much as they’re entitled to.
I got to my local polling place at 6:50 a.m. today, pretty pleased with myself for having the foresight to show up 10 whole minutes before the polls opened.
I knew I wouldn’t be the first in line. But, based on what I saw as I pulled into the parking lot, I’d say at least 150 to 200 of my fellow Harleysville, Pa., residents had thought much further ahead than I had.
As heartened as I was by the sight of democracy in action, I wasn’t as excited about standing in the line that snaked down the sidewalk outside of Oak Ridge Elementary School. Sub-40 degree temperatures and cranky back aside, my biggest worry was that I might wind up getting to work later than I had planned when I carefully mapped out my election day schedule last night.
Petty concerns on a day of this magnitude, to be sure. And I was actually able to wrap up my civic duty and get on my way to work in about 25 minutes. And, we have flexible schedules here at HRE headquarters anyway, so it really didn’t matter when I showed up at the office. I just didn’t want to feel like I was running behind all day long.
Some workers won’t face such dilemmas today.
As the Washington Post reports, a handful of companies including General Motors, Patagonia and Western Union are giving employees the day off so they can go vote. (Patagonia “is taking it a step further and closing its stores,” according to the Post.)
These organizations are among the 330 joining a Twitter campaign that maintains a running list of companies that offer employees time off in order to vote, according to the Post, which notes that the social media movement began this summer when venture capitalist Hunter Walk asked California-based start-up founders to provide employees with time off on election day.
Arlington, Va.-based Distil Networks is one of these companies. CEO Rami Essaid, 33, came to America from Syria at a young age and, with early help from government technology funding, founded Distil in 2011 and has since grown it to include a few hundred employees, the Post notes.
Coming from a country that’s currently wracked by civil war and a subsequent refugee crisis, the gravity of this election isn’t lost on Essaid. He tried to impress its importance on Distil employees in an impassioned, companywide email.
“Once every couple of years, we get a chance in the U.S. that many people around the world don’t ever get the opportunity to experience,” he wrote, “and that is to choose who will represent us nationally and globally.
“ … As a Syrian-American, I can’t take the opportunity to vote for granted and I ask that you don’t either,” continued Essaid. “On election day, DO NOT come to work UNTIL you vote.”
Essaid, who in an interview with the Post declined to express support for either candidate, told the paper that Distil is also sponsoring an election day happy hour for employees showing their “I voted” stickers.
Encouraging or even incentivizing employees to vote is one thing. Trying to influence who workers choose at the ballot box is quite another, of course. Reston, Va.-based technology company Canvas is treading lightly.
According to the Post, Canvas chief executive James Quigley has given all employees the day off today, “but not before he made them check their voter registrations online, handing out mobile devices for them to do so.”
While noting that Canvas employees are generally “aware of some company leaders’ [political] leanings,” Quigley also pointed out that he hasn’t “explicitly push[ed] employees” to vote for one candidate or another.
“Clearly we live in a very blue area, and the company in general has more of those values,” Quigley told the Post. “It was clear what some members of our senior staff thought, but we tried to be soft about pushing people one way or the other.”
It happens all the time: The end of the year rolls around, and busy employees find themselves with handfuls of unused vacation days, and too much work to feel good about cashing them in.
But what if they could still get something of value in exchange for that paid time off?
A new start-up is enabling employees to do just that.
As recently reported in the Washington Post, PTO Exchange has just begun working with Premera Blue Cross to let the health insurer’s workers trade in the value of their unused paid time off for other perks, which could include added contributions to 401(k) accounts, putting money toward college tuition expenses, getting reimbursement for travel expenses or making a donation to a favorite charity.
While Premera Blue Cross is PTO Exchange’s first and only client thus far, co-founder Rob Whalen told the Post that PTO Exchange has heard from “150 interested companies, including large retailers and pharmaceutical firms, and is in advanced discussions with several major [HR] consulting firms.”
Organizations are “trying to offer flexibility to their employees,” Whalen told the paper. “They currently have this benefit on the books, and it’s budgeted—they might as well find ways to use it.”
The notion of offering workers the opportunity to swap paid time off for other perks “is a brand new concept meant to meet an emerging workforce need,” says Craig Dolezal, senior vice president at Lincolnshire, Ill.-based Aon Hewitt.
We could very well see others emerging to provide a similar service, he says.
“Like all innovations in benefits, there typically is a leader that drives a potential solution first, with others more than willing to create their own version once there is a real market need. … If more adopt [the PTO Exchange] model, we will most certainly see others build comparable solutions.”
Whether that happens, of course, is predicated on the idea that exchanging PTO days for other needs or wants passes all legal, administrative, compliance and financial tests, adds Dolezal.
Indeed, employers and HR have much to consider before rolling out such a benefit to the workforce.
“The very first place to focus is on the alignment with an employer’s business, cultural and human capital strategies,” says Dolezal. “Does this type of total benefits flexibility benefit the organization and [its] people? Does the exchange work in concert with [the company’s] broader workforce management approaches?”
If the answer to those questions is yes, then the company “would need to explore the legal and financial viability of the exchange and test the administrative approach,” he says, “to ensure this potentially new benefit can work seamlessly alongside other total rewards programs.”
I just got off the phone with Shani Godwin, the fascinating CEO of a small business in Smyrna, Ga., called Communiqué USA — and, rather than wait another minute before getting her whole work/life approach into a post, I’m typing now. That’s how much her message has inspired me.
She caught my eye in an initial email spelling out the details of a policy she implemented many years ago — long before France announced its new law last April banning all employees from emailing for work past 6 p.m.
In Godwin’s case, she disallows her employees to email for work past 7 p.m. on weeknights and throughout the weekends. And she’s been doing that — and much, much more — almost since she founded her company 14 years ago because of her sincere belief that your employees are only as good as the people you allow them to be.
And that, she would tell you, includes parents who need to be at a bus stop at 2:30 p.m., or a T-ball game for an entire afternoon, or a school play or doctor’s appointment. It includes elder-caregivers who need to tend to Mom or Dad, or a spouse or significant other, or God forbid, a loved one in hospice.
It also includes any and all employees who are sick for however long it takes them to get well (I was talking to Godwin the day she returned from being out for a full week with the flu), or who might simply be feeling burned out and in need of time away from the office or maybe a two-week vacation. (If you’re wondering how far afield this vacation concept is, read Mike O’Brien’s HRE Daily post about the upsurge among millennials of what’s being called “vacation shame.”)
“People loan themselves to the job every day,” says Godwin. “If I can’t give back so these people can enjoy the first 18 years of a child’s life, then what good am I and what good are they?” In fact, she chooses to have happy, balanced employees instead of what seems to still dominate the corporate American workforce (drained, overworked and always-on, 24/7, workaholics. ) She insists on it. She even makes her email policy and work/life commitment part of every client contract.
“We don’t finalize any assignment involving clients and employees until all details are clear and agreed upon,” she says. “If the person we’re assigning the contract to needs to be at the bus stop at a certain time every day, it’s written into the contract. So is the fact that no one from our company will be getting back to the client via email past 7 p.m. or on weekends.”
How do clients feel about that? They seem to be more accepting than employees, it seems.
“We have to be very strict and policing sometimes about keeping to this commitment to balance,” Godwin says. “Employees, employers, society in general, we’re all connected. To truly have balance, you need strict boundaries, and you need to adhere to them. It’s never been the clients who need reminding; it’s actually the employees. We have to say, ‘Hey, we saw you sent that email at 8 p.m. … don’t do that again.’ ”
In the last year, “the company has grown, project by project, from five employees to 15,” she says. Albeit still a very small company, it’s big enough now to demand a more systemic, structured, formalized and policy-driven approach if everyone is going to really adhere to her be-good-to-yourself and be-free restrictions. “For my staff,” she says, “I encourage them all to decide to what extent they want to work.”
That means, if work builds up and there’s too much for an employee with small children to handle, given his or her work/life-balance criteria, Godwin says, “we just hire someone else to fill that need and our message to the current employee is, ‘Thank you for doing your personal best to create another job for another person to come in.’ Rather than simply ‘rewarding’ them with more work [which no doubt goes on in corporate America far more than we think, methinks], we create another job so that person is still protected and able to pick up her kids every day.”
So where does this most-unique position in business come from? All the way back to when Godwin was a member of corporate America herself, with advertising and marketing stints at Bell South and Chick-fil-A, as well as other large employers.
“Fourteen years ago, I could not envision how I could possibly keep up the schedule I had and ever have a life, or ever even entertain the thought of having a family.”
She remembers asking herself back then, “How can I really be there for ballet classes and baseball games? That’s simply not going to happen.”
“I personally believe we have no company without our employees and if they’re happy and living balanced lives, they’ll be energized and productive, and the clients will be treated well,” says Godwin.
“There no sense in bugging someone to give you [a report or piece of information] while they’re attending a funeral” or involved in a birth … or even just a kid’s activity.
“It’s been a personal decision for me to put people before profit,” she says, and it appears to be paying off in terms of retention, morale and employee-satisfaction results.
Could it work in the same corporate America she left 14 years ago? I guess we won’t know until we try.
Just when you thought it was safe to take a vacation …
According to new research, vacation shaming — or the concept of being made to feel a sense of shame or guilt from co-workers for taking a vacation — has apparently become a thing to discuss and fret over in the American workplace these days, particularly among millennials.
The nonscientific survey of 1,500 U.S. adults in the 2016 Alamo Family Vacation Survey — brought to you by the same folks who will gladly rent you a car during your next vacation! — finds more employed millennials (59 percent) reported feeling a sense of shame for taking or planning a vacation than those 35 or older (41 percent).
But before you start feeling pangs of empathy for these younger workers, it should be noted that shame is apparently a two-way street, according to the survey:
Employed millennials aren’t just more likely to feel vacation-shamed – they’re significantly more likely than older generations to say they also shame their co-workers (42 percent vs. 24 percent).
Plus, the survey finds millennials who have ever shamed their co-workers were significantly more likely than older generations to say they’re at least somewhat serious (42 percent vs. 22 percent).
While millennials were most likely to feel guilty about taking time off, Alamo’s research indicates that vacation shaming is affecting all generations. To wit, nearly half (47 percent) of all workers surveyed said they felt a sense of shame or guilt at their workplace for taking time off to go on a vacation. What’s more, two-fifths (42 percent) of those think their co-workers are seriously shaming them – not just joking.
Twenty-two percent of those employed individuals surveyed reported that feeling shame was at least somewhat likely to keep them from going on or planning a vacation.
“This year’s research indicates that vacation shaming is a real workplace issue that can, in some cases, discourage hard-working Americans from taking well-deserved time off with their families,” said Rob Connors, vice president of brand marketing for Alamo Rent A Car. “In addition, our survey shows employees continue to leave a large percentage of paid vacation days on the table.”
While the issue of vacation shaming among co-workers may actually be a minor one, HR leaders should note that 47 percent said they’ve felt the need to justify to their employer why they’re using their vacation days. So, apparently shaming isn’t just limited to co-workers, and that may just be the most shameful part of all of this.
I admit the following with a recently delivered dash of remorse: I am an avowed Amazon Prime customer and I always get a “warm fuzzy” when a product I ordered in the morning arrives on my front porch before I even get home from work.
With that said, reading the New York Times‘ recent in-depth look at Amazon’s corporate culture definitely left me with a “cold prickly,” or what the company calls the feeling customers get when they are informed their packages will not arrive as scheduled.
In case you haven’t read the piece yet — and I highly recommend you do — the Times “interviewed more than 100 current and former Amazon employees, including many who spoke on the record and some who requested anonymity because they had signed agreements saying they would not speak to the press.”
One of the few employees Amazon allowed to speak on the record (via email) for the piece was its vice president of HR, who defended the company’s attitude toward open confrontation in the workplace:
“We always want to arrive at the right answer,” said Tony Galbato, vice president for human resources, in an email statement. “It would certainly be much easier and socially cohesive to just compromise and not debate, but that may lead to the wrong decision.”
The story about the company that has just been valued at $250 billion has generated enough controversy that founder and CEO Jeff Bezos, who declined to be interviewed for the original story, nonetheless felt compelled to push back against some of the more damaging claims made in it, according to a follow-up piece by the Times:
In a letter to employees, Mr. Bezos said Amazon would not tolerate the “shockingly callous management practices” described in the article. He urged any employees who knew of “stories like those reported” to contact him directly.
“Even if it’s rare or isolated, our tolerance for any such lack of empathy needs to be zero,” Mr. Bezos said.
The NYT piece quotes Jason Merkoski, a 42-year-old engineer, who worked on the team developing the first Kindle e-reader and served as a technology evangelist for Amazon, who left the company in 2010 and then returned briefly in 2014.
Among the many disheartening stories of uncaring — or even malicious — co-workers, Merkoski’s quote perhaps best sums up the queasy essence of how work gets done there:
“The sheer number of innovations means things go wrong, you need to rectify, and then explain, and heaven help you if you got an email from Jeff,” he said. “It’s as if you’ve got the CEO of the company in bed with you at 3 a.m. breathing down your neck.”
Jason Averbook, CEO of The Marcus Buckingham Co., and one of the top thought leaders in the space of HR, workforce and enterprise technology — as well as being named as one of the 10 Most Powerful HR Technology experts by HRE — says the Amazon story offers a few powerful lessons for HR leaders everywhere.
“We need to be able to understand the pulse of employees much better than we do today,” he says. “It should never get to the point where employees see news media or social media as the only resort.
“And for a metrics-driven organization such as Amazon, it’s a shame and a shock that neither Bezos nor team leaders across the organization have quality people data that shows what’s at work in their teams. Because of this dearth of people data, we cannot truly know what their culture is like, and this situation emphasizes the need for reliable, real-time measures of team-level data for companies of all sizes.”
Averbook adds that companies need to “be doing a much better job of putting tools into the hands of team leaders themselves to empower them to take action.”
With the volume of millennials entering the workplace — even in managerial roles — “we need to provide both the training and tools to allow them to lead effectively,” he says. “It’s a reminder for companies to take a look at their current processes and identify how they need to improve now.
“This is the kick in the pants HR and companies need,” he adds. “If there was ever a question about the return on investment of HR tools and processes, the Amazon debacle should resolve those concerns as long as they are the right tools and processes.”
But, despite the public-relations black eye the story has caused Amazon, it certainly appears the company will continue to grow toward being the first trillion-dollar retailer in history, regardless of how we feel about the way our packages and products ultimately get to us.
Indeed, in Seattle alone, according to the piece, “more than 4,500 jobs are open, including one for an analyst specializing in ‘high-volume hiring.’ “
Today, we pause from our daily grind to mark the first annual Vacation Commitment Day, a day for both employers and employees to acknowledge the importance of taking regular vacations and commit to taking them regularly.
The concept springs from Seattle-based Take Back Your Time, a non-profit organization (sponsored by Diamond Resorts International) working to improve lives by eliminating the epidemic of overwork in America.
The recently launched Vacation Commitment Initiative aims to change the culture around paid vacation in America by fostering corporate support in encouraging employees to take their earned time off. To that end, the organization has created a free Vacation Commitment toolkit, which can be downloaded at TakeBackYourTime.org, and provides turnkey resources for companies to implement the program within their organizations. Employers will have access to an internal communications plan, sample correspondence, tips and discounts on vacations for employees and more.
Another part of the initiative is the Vacation Commitment pledge, which invites employees to sign a petition that signifies their willingness to take all of their paid vacation time this year.
“We know that folks always have the best intentions about taking their time off,” said John de Graaf, President of Take Back Your Time. “We’re hoping that if they actually learn about why it’s important for their mental and physical well-being, and that they take a few moments to sign the petition, they will actually follow through the process of actually taking the time away.”
Now if you will excuse me, I need to go schedule some vacation time of my own…
It’s that time of year, when workloads lighten and the holidays are just ahead, and employees begin to cash in the blocks of paid days off they’ve been banking all year long.
At the risk of getting all Grinchy just eight days before Christmas, we invite you to take a look at SHRM’s new Total Financial Impact of Employee Absences Survey, which finds 75 percent of 1,280 HR professionals saying employee absences “carry hidden costs that can [affect] an organization’s productivity and revenue,” according to a SHRM statement.
That’s not all that surprising, and the survey was commissioned by Kronos Inc., which does provide workforce-management software and services, after all. So make of that figure what you will.
But one interesting finding from the survey, as this recent Washington Post article points out, is the difference in how United States-based HR professionals view the impact of unplanned work absences—defined in the survey as times when employees are sick, say they’re sick, or have to stay home to attend to personal matters—in comparison to those in other countries.
In the poll, 61 percent of U.S.-based respondents said unplanned absences increase stress for others in the workplace, while that number dipped to 54 percent and 51 percent in Australia and Europe, respectively. In addition, 48 percent of American respondents reported that unplanned absences hurt morale at the office, while just 36 percent and 31 percent said the same in Europe and Australia.
In an interview with the Post, SHRM Director of Survey Programs Evren Esen hypothesized that cultural norms in the U.S. may help explain these differing views of work absences—be they planned or unplanned. Indeed, as we’ve noted in the past, employees here in the States still aren’t guaranteed paid vacation time, and workers are sometimes hesitant to take advantage of the paid time off they do have available to them.
“There should not be a stigma for taking your vacation,” Esen told the paper, “but it’s evolved into that. And I think that’s [why] there may be a little bit of resentment or stress when others are out. ‘You’re taking vacation, or you’re sick, but I’m here and I have to deal with this.’ In other cultures, it’s more of an expectation that you take your time.”
Maybe it’s the eat, drink and be merry mindset that starts to take over around the holidays, but doesn’t it seem like maybe we should take a cue from these other cultures, and (finally) start taking a bit more time away from work?
Last week, HREreported on the Heartland Monitor Poll, in which 45 percent of 1,000 employed Americans said there was “some chance” they will be working on Thanksgiving Day, Christmas Day or New Year’s Day. Now, with Thanksgiving less than 24 hours away, we see more data suggesting a fair number of employees will spend at least the first leg of this holiday trifecta watching the clock at work instead of watching football on the couch.
Bloomberg BNA’s annual Thanksgiving Holiday Work Practicessurvey—conducted since 1980—found that 33 percent of 364 responding organizations are requiring at least some employees to work on Thanksgiving this year.
That number actually represents a 4 percent drop from Bloomberg’s 2013 Thanksgiving poll, but that’s cold comfort for those stuck at work tomorrow. (Incidentally, the Bloomberg survey finds employees responsible for public safety, security or maintenance are most likely to be among this group.)
On the bright side, however, 74 percent of the companies requiring Thanksgiving work will provide extra pay and/or leave. (That number stood at 55 percent last year.) Thirty-nine percent of these organizations will offer time-and-a-half pay, with 25 percent providing double-time pay. Ten percent will give those working on Thanksgiving both extra pay and compensatory time, while 8 percent of these employees will receive regular pay, and 7 percent will only be granted comp time for their efforts on Thanksgiving day.
Meanwhile, a recent CareerBuilder survey found 16 percent of 3,719 U.S. workers indicating they have to work on Thanksgiving (up from 14 percent in 2013).
More specifically, workers in leisure and hospitality (46 percent), retail (39 percent), healthcare (31 percent) and transportation and utilities (22 percent) will be leading the way among those most commonly reporting for duty on Thanksgiving, according to the study.
Interestingly, the same CareerBuilder poll found that nearly one in five employees will be giving thanks with colleagues tomorrow—even if they’re not working.
That’s right, 19 percent of respondents said they plan to celebrate the holiday with co-workers either in or out of the office.
I chuckled at that figure at first, as it struck me as odd that co-workers would be getting together on Thanksgiving, a day so associated with spending time with family and close friends. But I guess it’s not so strange that “family and close friends” would extend to include colleagues, given the bond that often forms among groups of people spending 40-plus hours a week together. And from an employer’s perspective, maybe it’s a sign that employees—or at least 19 percent of them—enjoy their co-workers and their work environment so much that they want to bring some of that atmosphere home for the holidays.
News, Strategies and Resources for Senior HR Executives (formerly The Leader Board)