In recent years, employers have begun to realize that policies and procedures that lack flexibility often lead workers to choose between family obligations and practicing outright defiance, which often results in mutually detrimental outcomes.
Increasingly, corporate leadership is invested in promoting a culture of workplace flexibility so that workers and their families can experience improved well-being. In the recent Corporate Voices for the Workplace blog “Walking the Talk: Creating a Culture of Flexibility”, author Dina Bakst cites the results conveyed by one employer. The CEO of Menlo Innovations in Ann Arbor, Michigan, Richard Sheridan, attributes policies such as allowing mothers to bring their children to work among those that helped the firm achieve a 4 percent turnover rate and a mere 1 percent rate of absenteeism. While some employees remain reluctant to avail themselves of flexible benefits, progressive managers continue to adopt and support such policies to the benefit of all concerned.
About the Author:
For more than two decades, Paul Van Essche has served as a management consultant to private- and public-sector enterprises, including the World Health Organization, Dupont de Nemours, and Citibank. He is the founder and CEO of van Essche & Associates, a firm specializing in consulting on business effectiveness and efficiency. See www.vanessche.com for more information about Mr. Van Essche.