The Work In Progress Report

Employees will be able to take legal cases against their employer if they refuse a request for more flexible working hours under the Government’s new work-life balance laws.

However, rather than trying to find a prescriptive answer to the problem, companies instead need to look at the situation from an employee's perspective. Every individual’s needs are different, and these change over time, so organizations need to create a flexible and adaptable structure.

The abrupt closure of many offices and workplaces this past spring ushered in a new era of remote work for millions of employed Americans and may portend a significant shift in the way a large segment of the workforce operates in the future.

The shift to remote work has been one of the most conspicuous HR trends of 2020. Many industry forecasters believe a significant percentage of work will continue to be performed remotely in the years ahead, even after the coronavirus threat is contained.

Benefits managers may find they're being pitched to jettison their current 401(k) plan in favor of a pooled employer plan (PEP) shared with other employers. A Department of Labor final rule clears the way for PEPs to get underway starting Jan. 1, 2021.

COVID-19 has, to put it mildly, altered our way of life. Most of these changes—like only leaving the house for essential reasons and staying at least 6 feet away from nonfamily members—will quickly dissipate.

But some changes could stick around, at least in part, for the better.

Hopefully we'll all wash our hands more regularly than we did before. Some people will probably stick with their daily walks outside, or keep checking in on elderly neighbors.

Northeast Ohio businesses of all sizes say they've seen benefits to having employees working from home instead of a traditional office setting.

Attaining your business goals generally requires a team effort among employees, and with a fully remote company, setting measurable goals is a must.

Flexible workspace is for more than just freelancers and startups. Here are 12 types of workers using these spaces today.

Going part-time should be a collaborative process.

Job sharing making big waves worldwide this month and Work Muse is front and center!!

Innovative thinking springs from workplace cultures that encourage innovation.

Working in the office is so 2001! Alternative workplaces are rising fast and new creative options for both employees and freelancers add compelling depth, dimension and benefits. Join a multi-month…

Managers stay remote while staff are sent back to the office, further fuelling resentment - and the Great Resignation.

Research shows who’s working more — and who’s not.

The housing market, a bright spot in the U.S. economy, has surged as more Americans seek homes in smaller and cheaper locations.

One out of four women said they may downshift their careers or leave the workforce entirely, threatening decades of career progress for female employees.

The question is: How many of them will be able to do it when the COVID-19 crisis fades?

CORONAVIRUS CHAOS. Most of us are reeling between feelings of daunting uncertainty and mildly calm confusion and concern. It looks like for a period—soon—some schools will close down and many urban dwellers WILL be working from home. For the majority of us, the focus is on caution and containment.

 

DIRE DISRUPTION: But closures and restrictions in movement also disrupt supply chains for our businesses as well as personal needs. We are experiencing what a fast, global business world means. Even short interruptions can have significant impact with a substantial ongoing ripple effect. Longer disturbances can be long-lasting or even debilitating for smaller businesses. Government support is likely to be necessary to prevent dire financial consequences for some companies.

 

SHIFTING STRATEGIES. However, it is possible in many cases to reduce the depressive effect of coronavirus-related travel limitations and imposed isolations significantly IF businesses take this moment to shift strategically when implementing remote-working practices. We don’t know how long these disruptions will last—it really could be months rather than weeks. Makeshift plans that are superficial are unlikely to provide a meaningful solution for your business.   

 

MINDSET MATTERS. Establishing a successful flexible working program—whatever the reason for the initiative—requires a change in mindset first, policy second. The emphasis must be on recognizing people as individuals before defining the appropriate rules for your organization. Managing distributed workers requires more purposeful and attentive approaches than if they were office-based as personal styles become more pronounced. Adjusting for preferences helps each person do their best work in their specific setting. When managers tune into these differences—and support each remote worker appropriately as an individual and a team member—outcomes improve.

 

MOMENTS OF INFLECTION. There are periods when disruption to normal circumstances, as challenging as they may be, can be utilized to make non-incremental change. Consider updating your supply chain and work-related options. Think about how to establish new attitudes and approaches and shift practices and habits permanently to give your company a sustainable path to success going forward getting through and beyond this rocky period.

 

PROCEED WITHOUT PANIC. After some surprising recent conversations, I recommend reading substantiated sources, check reasonable, verified guidelines, and take measured steps to protect and support your family and livelihood.

Emphasizing health and well-being as much as we emphasize work goals can lead to greater happiness, productivity, and success, says this top Bank of America Exec.

Microsoft Japan's experimentation with a four-day workweek has proved to be a huge boon to employee productivity.

The benefits of flexible working can include everything from boosting moral to helping the environment, advocates say.

The future of distributed and flexible work was the focus as experts, practitioners, and aspiring flex-working executives convened for Fuze’s recent Flex Summit and discussed unleashing employee…

How these corporate giants are taking benefits while being a part of coworking ecosystem?