New organizational perks have spurred debate about whether newfangled corporate campuses and splashy amenities are helpful benefits or merely double-edged enticements to get people to work longer hours. Why can’t they be viewed as beneficial for everybody?
To avoid skills gaps, what employers need are people who continually challenge themselves to stay up to date and grow to the next challenge. And it’s up to employers to ensure both that they want to – and that they can.
Providing back-up care for employees – short term, replacement care that gets people to work when regular care isn’t available — can absolutely support business continuity. But to be truly effective, the program has to answer a few key questions.
Employers looking to maximize tuition investments would do well to consider non-degree programs. Already embraced within the high-tech community, these non-traditional programs offer many industries a quick, less-expensive way to maintain critical skills.
You clearly see your child care center’s strategic value. But there are questions about whether the center is delivering on its full potential. Why one employer outsourced their child care center management to an expert.
When your working parents place their children in employer-sponsored child care, they’re looking for more than a solution to an immediate caregiving problem: they’re also thinking about dreams and goals for their children. But what about children’s nutrition and well-being?
Two years ago, Millennials told Stew Friedman they worried about having children. Today beginning to become working parents, they’re finding the same challenges faced by generations before, but are determined to find employers who support them.
Hard ROI — like what you get from back-up care or educational advice — is critical. But programs that also deliver “feel-good” ROI have additional ability to impact important HR goals.
A Harvard study says employees lost 11 days of productivity annually due to insomnia. Yet Horizons Workforce Consulting says many employees lie awake worrying about work. So improving productivity may start with employers finding answers to what’s keeping people up at night.
Elder care is being increasingly recognized as a workplace challenge, with AARP saying 60% of those providing elder care work full time. Beyond the numbers, you’ll discover the employees and their stories of the struggle to balance elder care while working and, many, raising children.