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Work-Life Guides and Toolkits
▪ recruiting the best and the brightest 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 64-page PDF is a newly compiled and unique collection of
the most important academic and company research conducted in the past five
years. Nearly 200 short articles report on every key finding that demonstrates
the value of work-life and workplace programs, policies and work practices.
Search by chapters or key words for the information you need to make your case.
$99.95. Making the Business Case for Work-Life
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.
Telecommuting, even occasionally, has been shown to pay off for both employer
and employee, but it means change, and presents challenges when managers are
unfamiliar with managing remotely. “Managing Telecommuters,” will help your
managers strengthen the qualities that will help them do so successfully. It
will coach them through the process, helping them choose teleworkers who have
the best chance of success, make jobs measurable, and meet issues as they arise.
It concludes with a section of recent news that proves this option is an
effective way to accomplish your organization’s goals. This 22-page guide is a
class in remote management. It includes a sample proposal, and a section on
managing the virtual team. $59.95.
“Becoming a Telecommuter” begins with a self-assessment that will help employees
decide if this is the option for them. It walks them through the proposal
process and covers issues to resolve with their manager before they begin. Then
it moves home with them, covering all the challenges that experience tells us
may arise to sabotage the arrangement − keeping relationships intact, dealing
with family, friends and neighbors and meeting the temptations that often keep
teleworking from success. This 14-page guide will coach your teleworkers to
success. $59.95.
“The Compressed Work Week” is an answer to reduced commuting costs, employees’
desire for flexibility, management’s desire for longer hours of coverage and the
country’s need to reduce its reliance on foreign oil. It can be complicated,
however, and this 16-page document answers a multitude of questions. How can
compressed work weeks be accommodated and approved if coverage is needed five
days a week? How are deductions for time off handled for non-exempt workers?
What if your employee is working on a project that calls for more than 40 hours
in a week? Your managers will learn more about how to choose a good candidate,
what to ask for in a compressed work week proposal, and why this is a good
option for both the organization and its employees. $59.95
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 13 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. (16 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...
THANK YOU. As always, you are a treasure-trove of help and information. I really appreciate WFC so much!
Mary Kalifon, Cedars Sinai Medical Center
“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
"Such incredible information! Monumental, truly." Dr. Sandra Burud, FlexPaths
"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...
Study finds benefits for flexibility and telework
A Brigham Young University study has found workers with flexibility and the option to telecommute were able to clock 19 more hours a week before feeling work-life conflict.
It was not surprising that telecommuters balance work and family life better than office workers. The surprise was that they can maintain that balance even while sometimes squeezing in as much as two extra days of work each week. The researchers analyzed data from 24,436 IBM employees in 75 countries, identifying the point at which 25% of them reported that work interfered with personal and family life. For office workers on a regular schedule, the breaking point was 38 hours a week. Given a flexible schedule and the opportunity to telecommute, employees were able to clock 57 hours per week before experiencing such conflict.
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