Reducing the conflict between work and family life should be a national priority. ñ Senate Resolution 210, passed unanimously, September 5, 2003.
The growing need to achieve work-life effectiveness has become a public concern on the national level. Pressures on employees to meet increasing demands at home and at work directly impact employers. Rising absenteeism, increasing health care costs, and higher rates of employee turnover ultimately result in lower productivity, lower employee morale, and decreasing company profits. Thatís why the U.S. Senate voted unanimously in 2003 to declare October National Work and Family Month. ìPeople work an average of one month more today than workers of two decades ago, and three quarters of them have no one at home during the day to take care of the household,î said Kathie Lingle, director of the Alliance for Work-Life Progress. There is also less administrative support at work, which forces everyone to fend for themselves, expanding the tasks to be accomplished exponentially. ìThese new workplace realities require new ways of working, managing, responding, and motivating.î
WorldatWork conducted a Web poll during the month of September 2006 to gauge where work-life ranks as a differentiator for employers. The chart below shows that work-life outranks compensation.
Which of the five total rewards elements do you believe is your biggest differentiator as an employer?
Benefits 30.6% (45 votes)
Work-Life 25.2% (37 votes)
Compensation 20.4% (30 votes)
Development and Career Opportunities 15.0% (22 votes) Performance and Recognition 8.8% (13 votes) Total votes: 147
Work-life programs typically address:
- Workplace Flexibility
- Paid Time Off
- Health and Wellness
- Caring for Dependents
- Financial Support
- Community Involvement
- Culture Change Initiatives
Work and Family Month Underscores Importance of Work-Life Effectiveness
.
