Employee Engagement and Work-Life Policies

As we continue to move forward toward a business world that requires longer hours and increased work load, the need for work-life balance becomes increasingly important. Employees want to be able to balance both work and family life in the easiest way possible. Organizations have begun to create policies that allow for employees to establish more flexible schedules. What are these policies and do they work? Continue Reading →

A 25 Hour Work Week: Crazy or Clever?

Recent news about  a controversial proposal by James W. Vaupel (a Danish professor who is the head of the new Max-Planck Odense Center on the Biodemography of Aging) that a 25 hour work week would be a better alternative to the 40 hour work week has stirred up conversation within the working world. This idea reflects on efforts to improve employee work-life balance while capitalizing on patterns of work productivity. Continue Reading →

How to Plan an Organizational Change for Improved Work-Family Balance

To develop a plan for organizational change to improve work-family balance, one might want to target the antecedent of insufficient time for the effective completion of one’s responsibilities for both work and family roles.

First, managers within the organization would want to honestly evaluate the current state of affairs regarding the amount of time employees are expected to work. If they realize that many employees feel as if they are expected to work overtime or back-to-back shifts in order to remain in good standing with the organization, this may be a large contributor to the problem especially if these perceived expectations are not actual benchmarks for performance according to the supervisors. Continue Reading →

Investments in Employee Education Reaps Great ROIs

by guest blogger Kyle Lagunas, HR Analyst of Software Advice

While there are many potential benefits of tuition assistance programs (or TAPs), the challenge for business leaders is to manage investments in employee education in a way that maximizes returns–both for the employer and the employee. Not only does a TAP need to encourage the development of specific skills in your workforce, it also needs to empower employees to pursue their educational goals.

For companies who want to launch a new TAP—or revamp an existing one—it’s hard to know where to begin. To that end, I connected with John Zappa, CEO of EdLink to identify a few key steps to get you started.

1. Identify Goals, Support with Investments
Work with your senior management team to set quantifiable, measurable goals. Address the question of cost early on, using your goals as a guiding compass. The more critical a goal, the larger your investment in a TAP. Alternatively, you can follow industry standards for less-than-critical goals.

You might consider breaking qualifying coursework into groups. Here is an example:





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The Juggling Act

It is no secret that juggling work and family is difficult. We all know that trying to balance these two parts of our worlds can be stressful and at times seemingly impossible. How can we improve our work and family life balance? Continue Reading →

Employee Involvement

It can be difficult as an employee to be in a job where you feel that your input is not recognized. It is also hard to feel loyal or committed to an organization lacks recognition of employee opinions. How can organizations foster a healthy organization and employee decision-making process? Continue Reading →

The “Breadwinner”

The term breadwinner once referred to the male head of the household who provided the income for the family. Now the term is hardly ever used as a shift in family dynamics has changed. Why is it that now most families have two working parents and how does this impact individual employees? Continue Reading →

Workplace Bullying Interventions

So your workplace has a bully or two. How are you going to handle the negative impact of a bully on the relationships within the workplace? Some would say it is best to ignore the bully(s), but ignoring the problem does not solve it. When a bully threatens other employees, something must be done. So, what should an organization do to combat bullying? Continue Reading →

Non-Traditional Work Hours and Retention

The once traditional work week continues to evolve into extended hours and the addition of weekend hours. Organizations are also allowing employees more flexibility in their work schedules by allowing them to start later and leave later or start early and leave early. While these different work schedules can be beneficial in maintain a healthy work-family balance, some of the work schedules can have an impact on the length that employees stay at an organization. Continue Reading →