Motivation
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 ...in a flexible workplace
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   The Flexible Workplace   |  Telework   |   Teams, Meetings, & Retreats  |   Executive Coaching  |   Performance Management

What is a flexible workplace—really?

What is telework—really?

How do we ensure our company culture advances with, and benefits from, our work/life programs?

How do we improve our recruiting and retention—and our bottom line?

 

 

Q:  How do we improve our recruiting and retention -- as well as the bottom line?

A:  The best and brightest will be drawn to, and remain with, an organization that values and respects them as individuals.  Demonstrate and communicate your commitment to the diversity in your current and potential workforce, with programs and policies that value and respect differences across all the demographics in your organization:

  • Understand and address the differences in generations.  The personal priorities and needs of a 28-year old may be significantly different from those of a 48-year old.  Appreciate every age group, and offer the programs that will motivate them and meet their needs at every stage of their lives.
  • Understand and address the differences in family structures.  “Family friendly” shouldn’t mean you care only about employees with children.  According to your organizational demographics, consider programs and incentives for single professionals, marrieds with no children, domestic partners, same-sex unions, grandparents. 
  • Understand and address the differences in ethnic and cultural backgrounds.  The most recent US Census numbers show the rich diversity that is evolving across the nation.

The bottom line impact of programs that respect and enhance the lives of your employees:

arrowdown Cost of recruiting and hiring
arrowdown Cost of turnover and rehire
arrowdown Productivity
arrowdown Loyalty, longevity of the intellectual capital
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arrowdown Positive, bottom line results


 
 

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The Flexible Workplace
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Frequently asked questions

What is a flexible workplace—really?
What is telework—really?
How do we ensure our company culture advances with, and benefits from, our work/life programs?
How do we improve our recruiting and retention—and our bottom line?