A recent study by Families and Work Institute reports that among organizations that provide at least eight work-life initiatives for their employees the majority does so for business reasons. A growing number are seeing such initiatives as essential for attracting and retaining highly productive employees who span four generations, each with distinct personal needs. Such initiatives include job-sharing, flextime, telecommuting, dependent care benefits, concierge services, phased retirement and sabbaticals. For such initiatives to work, two business concerns must be addressed:]
Can the work be accomplished and does the employee have the necessary skill to handle freedoms responsibly?
Will the business needs of the organization be met?
According to Ellen Galinsky, president and co-founder of the Families and Work Institute, well-trained managers listen to their employees and give them more control over flexibility while at the same time, making them more accountable for improved results. Work-life initiatives are one part of an effective modern workplace and "highly correlated" with job satisfaction, loyalty, engagement and better mental health. Citigroup and IBM are two companies leading the way in this critical social issue.