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Newsbrief/Trend Report • Manager's Quarterly • The Eleven Essential Steps • Work-life Guides and Toolkits |
Work-Life Guides and Toolkits
▪ recruiting the best and the brightest employees Once they recruit employees they'll want to retain them. And in order to increase productivity they may be concerned about cutting absenteeism. Culture transformation has accomplished all of the above in companies worldwide. For nearly 20 years, WFC Resources has been benchmarking best practices, searching out critical research and collecting information about what works to transform company cultures. Using our many years of experience we have created a number of powerful guides to help you solve some of your most pressing human capital issues. The reports fall into 4 areas: The Business Case, Toolkits, Implementation Guides and White papers. Read more about each series, then order and download immediately. The Business Case
This 50-page PDF is a recent history of the most important academic and company
research conducted in recent years. More than 140 short articles report on
every key finding that demonstrates the value of work-life programs, policies
and work practices. Search for the information you need to make your case.
$49.95.
A 59-slide PowerPoint presentation that will help you explain to top
management why work-life is a bottom-line issue. Customize it, put in your logo,
choose the background and print out the notes pages, and this presentation,
filled with common- sense, bottom-line research and facts, is ready to make a case
that can't be denied. $30.00.
Need help to convince top management − and managers − that workplace flexibility
is a business imperative? Whether or not they get the message may depend on
whether flexibility can alleviate the particular pain they're experiencing.
We've identified seven sources of executive and manager pain that are fairly
universal, responsible for a lot of lost sleep among executives, and shown
through research and company experiences that flexibility can be the
pain-reliever for each. (19 pages). $14.95.
This toolkit is designed
The total value of these products when purchased separately is $164.75.
If you purchase the products together as a toolkit, the cost is just
$124.50. The system provides online tools to help organizations effectively manage
flexibility. The FWA System is a comprehensive suite of flexibility implementation, training
and utilization tools. It's simple and powerful solution for novice or
experienced organizations. It's a must for any organization serious about the
value of flexibility. Learn more... This Work-Life Toolkit is your complete guide to creating an effective
workplace.
Defines work-life, makes the business case, offers a strategy to ensure success
and includes "85 Ways to be Supportive." (11 pages). $9.95.
Tips and Tools for managers who want to create a more flexible workplace. This
31-page document includes definitions, common myths and objections to
flexibility and how to counter them, and employees and managers' roles. How can
you make flexibility consistent, and what should be included in an employee
proposal. One section covers telecommuting, how to know when it's appropriate,
what to look for in a potential telecommuter and what kinds of jobs are suitable
for remote work. It includes, "The Seven Steps for Effective Communicating," and
more about the business case. (31 pages). $29.95.
A 21-slide PowerPoint presentation that will help you explain the business case
for flexibility to your managers and get them past their fears and misgivings.
You can customize it, put in your logo, choose the background and print out the
notes pages. This presentation will provide them with case studies and answers
to some of the toughest questions about how to manage employees on flexible
schedules. $49.95.
Need a jump-start for writing your flexibility guidelines? These were developed
for a large financial services company and you're welcome to pick the sections
that work for you, get ideas from the rest and use what you want. They include
suggested language for eligibility, instructions for initiating the arrangement
for managers and staff, definitions and tips for success for every arrangement.
There's a section on creating the proposal for employees, a suggested process
for approval, tips for what should be included in the discussions and a guide
for managing the teleworker. (25 pages). $59.95.
For employees thinking about requesting a flex arrangement, this guide will put
them on the right track. It walks them through the pre-proposal process, helps
them know exactly how to prepare and complete the proposal and includes tips for
staying in communication when they begin to work a flex arrangement. (5 pages)
$9.95.
Is there an employer anywhere that's not struggling to cut health care costs in
a creative way, without angering current workers or hurting their chances of
recruiting new ones? Many are cutting their costs by passing more of them on to
employees. We've searched our archives for other ways and have come up with 13
suggestions for cutting health care costs.
What can you do to increase productivity? A surprising amount of research has
given solid proof that these 14 suggestions will help your workforce to be more
productive. The last few pages offer a history of research that tells the story
of what works and what doesn't, from 1994 to 2006. (12 pages). $29.95.
What is engagement and what drives it? What have the most recent studies shown
us about how to increase engagement in our workforce? A surprising amount of
research has shed light on what motivates workers and helps them be more
engaged. (12 pages). $29.95.
We look at the causes and the costs, and then delve into past research, best
practices and results to find the steps that have been shown to succeed in
reducing unscheduled absences. Flexible work arrangements do the job, but
they're not the only steps you can take; at least fourteen more are described
here. (12 pages). $29.95.
We began collecting information about turnover in 1991 − what affected it, both
positively and negatively, and by 2005 we had 81 pages of articles on that
subject alone. We've sorted them out and extracted the most important
information about both the cost and the solutions for losing the people you
least want to lose. (10 pages). $29.95. |
Ask your senior leaders what's keeping them up at night and chances
are that at least one of those insomnia-producers would have to do with:Search
Our Clients Say...
“WFC Resources consulting services taught us that work-life is a business issue and helped us learn us how to deal with it as a business issue.”
Mike Chapin, Workforce Diversity Consultant,
Xcel
Energy
“I've been getting good feedback. Both employees and
managers are finding the training informative, helpful and fun. Just what I'd
hoped for!”
Nancy Montgomery, Memorial Sloan Kettering Cancer Center
"Thanks for the print copies of your Newsbrief issues. The content and quality of your newsletter was fantastic...we have already subscribed!"
Nicole Raymondi, ENI Dynamic Work/Life Solutions
"Such incredible information! Monumental, truly." Dr. Sandra Burud, FlexPath
"What a wonderful resource you are for us . . . thank you for the great info. We are just starting to establish our process and we will keep you informed. We really appreciate your expertise." Peggy Rivedal, Manager of Health Services, Mutual of Omaha
"WFC Resources proved themselves invaluable from the first time I used their
services. Within seconds I was finding exactly the types of articles I
needed . . . their database saved me what would have been many hours trying to
locate the data I needed from other sources." Carla Moquin
President, Parenting in the Workplace Institute
Latest Research...
20 years of research finds telecommuting benefits everyone
An analysis of 20 years of studies has found that telecommuting has a "clear upside" and a positive impact on performance, turnover and stress. Penn State researchers Ravi Gajendran and David Harrison looked at 46 studies involving more than 12,000 employees. Their report divided the telecommuting experience into three themes: psychological control or perceived autonomy, telework’s effect on the work-family relationship, and the potential for damage to relationships at work. They found that autonomy and control over how the work was done was a major factor in increasing worker satisfaction. That sense of increased autonomy may have been at least partly responsible for the increased performance, decreased stress and lack of interest in quitting. Telework also improved work-family balance, helping workers manage the often conflicting demands of work and home lives. Women remote workers actually found they received higher performance ratings and their career prospects improved rather than worsened. Relationships with managers and co-workers didn’t suffer as long as employees worked away from the office fewer than three days a week. The report is called, "The Good, the Bad and the Unknown About Telecommuting."
AMERICAN PSYCHOLOGICAL ASSOC., 11-15-07
Learn how you could read more articles like this by subscribing to the Work-Life Newsbrief . . .
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