Reliable, fact-based analyses derived from over 4,000 documents on agile work, telework and telecommuting, alternative workplace strategies, workplace flexibility, and worker wellness and well-beingREAD MORE
Tools you can use including a research roundup, white papers, company and employee savings calculators, business cases, sample agreements, details on special topics such as ADA, tax, legal issues. and moreREAD MORE
When you need to convince someone, we can help you make the business case for workplace strategies such as mobile work, telecommuting, flexible work, office hoteling and more.READ MORE
Story ideas for writers, speeches and presentations for plagiarizers, press coverage for Mom; plus PR materials , news releases, random thoughts, and some digital detritus we couldn’t fit anywhere elseREAD MORE
"While the official U.S. unemployment rate has declined since the start of the recession in late 2007, the total share of adults who are not employed has risen in recent years. This survey examines the views and experiences of this broad group of prime-age workers who are not employed, including ...what it would take to get them working...".
With employers wringing their collective hands about talent and labor shortages, why aren't more hearing the message: the key is flexibility.
"It seems these decisions (recalling telecommuters) are all about optics, though; make it look like the office is full and bustling. To these CEOs, it's freaky to have remote workers who cannot join endless, spur-of-the-moment meetings."
Sharon Wall (GSA Regional Administrator) has a line I love, "Telework doesn't create management problems, it reveals them."
In this global, mobile society, whether people are 9 floors, 9 miles, or 9 time zones away, they are connecting remotely. The days of managing by walking around are gone forever because, like Elvis, the people have already left the building.
Let's stop calling it telework or telecommuting and deal with the reality that people are working anywhere, everywhere, and at all times. Resisting it is useless. The genie is not going back in the bottle. What employers should be doing (the good ones already are) is putting the policies, practices, and training in place to optimize the results for people, planet, and profits.
Research shows that hurtful workplace behavior can depress performance, increase employee turnover, and even mar customer relationships.
A full 62% of employees say they've been treated rudely at work (up 27% since 1998). Three quarters of victims say the incident reduced their commitment to the organization. A quarter admit to taking their frustration out on customers.