Comments on: The Unspoken Truth About An Inflexible Culture http://flexworkconnection.com/joomla/index.php/blog/the-unspoken-truth-about-an-inflexible-culture/ Resources for Flex Work Tue, 07 Sep 2010 11:52:55 +0000 http://wordpress.org/?v=2.7.1.1 hourly 1 By: Jessica Riester http://flexworkconnection.com/joomla/index.php/blog/the-unspoken-truth-about-an-inflexible-culture/cpage/1/#comment-183 Jessica Riester Thu, 05 Nov 2009 20:23:55 +0000 http://flexworkconnection.com/joomla/index.php/blog/the-unspoken-truth-about-an-inflexible-culture/#comment-183 You may be right about some employer's attitudes right now, however, many I've spoken to are still concerned with keeping their top talent around (and rightly so) so they will be ready for when things turn around. Some are even forcing furloughs and reduced hours/comp as a way to avoid layoffs. I'm so happy to hear that you have good experience with job sharing. We just had a job share team from HP on our panel at our Next Gen Work event on Tuesday- very impressive model! Not only does it allow mothers to continue their careers with reduced hours, but it eliminates the typical job creep that occurs in part-time/reduced workload situations and allows them to continue progressing in their careers with respect to promotions etc. It also benefits the employer - they stagger their coverage so they are available more hours than a single person would be and they provide two different points of view to every project they're on versus just one. I'm a big fan and looking for ways to promote it to employers. Thanks for your comment! You may be right about some employer’s attitudes right now, however, many I’ve spoken to are still concerned with keeping their top talent around (and rightly so) so they will be ready for when things turn around. Some are even forcing furloughs and reduced hours/comp as a way to avoid layoffs.

I’m so happy to hear that you have good experience with job sharing. We just had a job share team from HP on our panel at our Next Gen Work event on Tuesday- very impressive model! Not only does it allow mothers to continue their careers with reduced hours, but it eliminates the typical job creep that occurs in part-time/reduced workload situations and allows them to continue progressing in their careers with respect to promotions etc. It also benefits the employer - they stagger their coverage so they are available more hours than a single person would be and they provide two different points of view to every project they’re on versus just one. I’m a big fan and looking for ways to promote it to employers.

Thanks for your comment!

]]> By: Douglas Hartung http://flexworkconnection.com/joomla/index.php/blog/the-unspoken-truth-about-an-inflexible-culture/cpage/1/#comment-182 Douglas Hartung Thu, 05 Nov 2009 20:21:54 +0000 http://flexworkconnection.com/joomla/index.php/blog/the-unspoken-truth-about-an-inflexible-culture/#comment-182 I agree that a large part of on organization's willingness to consider more flexible employment options has to do with the culture, but another aspect is the relative degree of supply and demand for talent in the marketplace. Today, I don't see organizations perceiving a need to take efforts to retain top talent... many attitudes are closer to "in this labor market I can replace anybody, and probably at a lower comp package". That said, I've actually had great luck with more flexible accommodations for talent, especially job sharing for talented female employees looking to remain with the firm while also ensuring adequate time for their new families. I agree that a large part of on organization’s willingness to consider more flexible employment options has to do with the culture, but another aspect is the relative degree of supply and demand for talent in the marketplace. Today, I don’t see organizations perceiving a need to take efforts to retain top talent… many attitudes are closer to “in this labor market I can replace anybody, and probably at a lower comp package”.
That said, I’ve actually had great luck with more flexible accommodations for talent, especially job sharing for talented female employees looking to remain with the firm while also ensuring adequate time for their new families.

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