In this book, Blades and Fondas offer business professionals an indispensable handbook for transforming the way we work and breaking free from the old, inflexible, 40-hour workweek. The authors show creative ways for individuals to fit work requirements with life obligations, and persuade managers to adopt these custom-fit work strategies to improve their bottom line. Readers will finish the book convinced of the place of custom-fit work arrangements in today’s workplace—and of how honoring employees’ lives outside of work is an effective and innovative strategy for both managers and organizations. Featuring compelling stories of companies like Jet Blue, Ernst & Young, and Best Buy, the book profiles strategies that are gaining traction in workplaces across the country:
· New twists on traditional flexible hours and part-time work strategies
· Virtual workplaces
· Results-Only Work Environments (ROWEs)
· “Babies at Work” programs
· “On ramp and off ramp” opportunities
Practical and engaging, The Custom-Fit Workplace provides individuals and employers the tools they need to be successful and happy both at work and in life.
5 Ways to Custom-Fit Your Workplace
Amazon-exclusive content from authors Joan Blades and Nanette Fondas
1. Embrace Flexibility.
Flex time, job-sharing, compressed schedules: these practices are needed now more than ever as people juggle the demands of work and other life commitments. Young people, older employees, parents and non-parents alike all need flexibility at times. And when they get it, productivity soars.
2. Go Virtual.
Whether it’s for one employee, one business unit, or an entire company, virtual work is here to help. Here to make our lives saner, our environmental impact smaller, and our businesses more efficient. The virtual office is virtually perfect.
3. Realize Only Results Matter.
Today business competitiveness depends upon results. Period. Organizations that focus on results create a culture of high performance and high commitment that rewards them in spades. Employees don’t quit. Employees go the extra mile. Customers return again and again because service is good and product quality is great.
4. Merge a Workforce of Lane Changers.
Today’s workers are a diverse lot: some stay in the fast-lane, some slow down for a while and return energized, some thrive at a steady pace for decades. Success is creating career paths that maximize each person’s ability to contribute. Realizing how to lead a workforce of young, old, fast, slow, single, parent, newcomers, and veteran workers is a new challenge, but one which ensures that everyone thrives.
5. Let a Baby Come to Work.
As the saying goes, “they’re not small for very long.” When a valued employee gives birth or adopts a child, sometimes the simplest solution is to let the infant come to work with the parent for a few months. Businesses are making this new practice work for both the worker and the bottom line.
Blades (The Motherhood Manifesto) and Fondas explore the latest innovations in flexible work arrangements – from Babies-at-Work to Results-Only Environments - in this guide to the increasingly-customized workforce. The authors do a good job of portraying the multiple, and often conflicting, demands on the modern worker; children, colds, commutes, continuing education, caregiving for elders, and career ladders all compete for workers' energy, time, and attention. They point out common barriers to progress, the traditions, conventions, mistrust, and misunderstandings that prevent workers and employers from arranging a better fit. Blades, who co-founded Moms Rising, and Fondas, an award-winning journalist, come equipped with the usual success stories about novel arrangements improving productivity and profits in the workplace but offer little data to support tangible results, instead relying on stats like "a 400% increase in the number of employees who reported feeling "good" or "great" about their worklife balance." To truly convince the skeptical, more research is required. However, Blades and Fondas present a fine compendium of alternative work arrangements for managers, employees, and human resource professionals to draw from should they find convention not working. (Sept.)
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