It’s more mobile:
Remote Working: 31% of full-time American workers do most of their work away from the office1
Who Teleworks? 75% are men; roughly 50% do not have children; 35% are under 30; 30% are Baby Boomers; 34% of employers offer full-time telework and 83% offer it ad hoc
BYOD (Bring Your Own Device) is becoming the norm because business leaders see it resulting in:
- Stronger sales
- Increased profits
- Greater agility in work processes
- Greater collaboration; and
- Improved job satisfaction2
C-Suite Support: 73% of C-level executives report that the growing use of employee-owned technology is a top priority in the organization.3 The most common reasons for this support are: employees are able to work from anywhere and are more willing to work after hours. Data security risks are still a primary concern for many businesses, however.
Millennials want flexibility in when and where they work, a team-oriented work culture, and worklife fit
By 2020, Millennials (18-33) will comprise 40% of the U.S. workforce.
Key findings from the largest Millennial study to date include:4
Committed to Work. Contrary to popular belief, Millennials are equally committed to the workplace as others.
View work as a thing, not a place. Millennials believe productivity should be measured by output, not by the number of hours worked at the office.
Strong Teams. Digitally connected to others their entire lives, Millennials want to work in a strong, cohesive team-oriented work culture.
Like others, want flexibility. 64% of Millennials would like to occasionally work from home and 66% would like to shift their work hours. However, the study revealed no significant differences between generations on this issue.
Highly value worklife fit. 71% Millennials are unconvinced that excessive work demands are worth the sacrifices to their personal lives, rejecting the traditional career path of sacrificing now to make partner later. 15% of male employees and 21% of female employees would sacrifice some pay and the pace of career advancement to work fewer hours.
Shorter Longevity. 38% of Millennials do not expect to work at the same place for 9 years or more.
For PwC’s follow-up suggestions, click here.
Men seek recognition and benefits as parents at work
Men now spend nearly three times as much time with their children daily than they did in 1965.5 And yet:
Twice as many fathers as mothers feel they spend too little time with their kids: 46% of fathers and 23% of mothers feel they spend too little time with their children.
Worklife fit challenge: Work and family balance is either very or somewhat difficult for 50% of working men and 56% of working women.
Turning down promotions: In order to protect worklife fit, 10% of fathers and 13% of mothers have turned down a promotion.
Recruitment and Retention: 94% of fathers strongly agree with the statement, “If I were considering taking a new job I would consider how much that job would interfere with my ability to care for my children,” with fathers under 40 even more committed to this.6
Recognizing and respecting men’s roles as parents at work. When asked, “what one thing can your organization do to help you be a more effective father” the answers were: fully embrace telecommuting and flexible work hours; provide paternity leave; provide on-site daycare and back-up childcare; and, recognize and respect men’s role as parents.
LEGAL LINK: Fathers are increasingly suing for time to bond with their newborn children, as evidenced by a TV producer whose EEOC claim landed his employer in the New York Times. See New Legal Landscape
STRATEGIC LINK: Employers with a strong brand of supporting new parents will attract and retain the best talent and mitigate liability.
Baby boomers are remaining in the workforce but want flexible work arrangements
By 2020, workers age 55 and older will comprise 25% of the U.S labor force, up from just 13% in 2000.7
Over the next 20 years, there will be no growth in the age 45-64 segment of the population.8
Elder Care: In 2011, 19% of men and 27% of women aged 45 -54 provided unpaid eldercare; those figures were 20% and 25% for men and women aged 55 – 64.9
Flexible Work Arrangements. Workers age 50 and over are very interested in alternative work arrangements that take advantage of their institutional knowledge, skills, and experience, but give them more control over their lives.10 Voluntary reduction in hours and project work can be a win-win (but it must be voluntary to manage liability).
What does this mean? At WorkSmart, we guide you through all the right questions, such as:
Are our policies and practices gender neutral and thus legally compliant?
Are we exposed to liability and losing key talent opportunities because our work culture is out of date?
Are we offering part-time, contract, and job-sharing opportunities for workers who desire them, which will provide us the agility necessary to meet ADA and FMLA mandated disruptions?
Are we open to increasing flexibility in a manner that will achieve our risk management, business performance, and hiring and retention objectives?
For a free one-hour consultation with Mary, call (303) 229-3597 or email her at email@example.com
- Shattering Telework Myths, Work+Life Fit Study
- Avanade Global Survey: Consumer Technologies are Changing Long-Standing Business Processes and Work Cultures – and Impacting the Bottom-Line, 2013
- PricewaterhouseCoopers (PwC) Next Gen Study: A global generational study, 2013. The following facts are from this study unless otherwise indicated. PwC recently noted that younger professionals were leaving after just a few years, and a significant majority lacked interest in the traditional professional services career path of an intense early work period followed by the chance to make partner later. PwC decided to dig deep to clarify the impact of the cultural change on the workforce. It conducted a massive generational study, the largest ever, with U.S.C. and the London Business School, including 44,000 web surveys; 300 interviews; and 30 focus groups
- Pew Research Center report on Modern Parenthood: Roles of Moms and Dads Converge as They Balance Work and Family. March 14, 2013. The data here on fathers is from Pew unless otherwise indicated.
- The New Dad: Caring, Committed, and Conflicted, Boston College Center for Work & Family, 2011.
- The Aging US Workforce, Stanford Center on Longevity, July 2013.
- Id. at pages 25-26