The Monster survey just released yesterday (Oct. 15, 2009) documents a serious disconnect between employers and employees who remain in place at companies following layoffs. It appears that many managers are taking advantage of this recession to overwork their employees, mistakenly believing that their employees are content simply to have a job, and are blissfully unaware of the resentment and disloyalty brewing because of increased workload and longer hours.
LINK:
http://www.ere.net/2009/10/14/survey-shows-disconnect-between-workers-and-bosses/
Heaping work upon a beleaguered staff — one that is laboring under the stress caused by the threat of further layoffs — breeds contempt and makes for bad employees — and thus poorer quality work. Ultimately, this impacts the bottom line.
We believe that as soon as the recession begins to ease and companies start hiring again, these long-suffering employees will jump ship looking not simply for more money, but for companies that appreciate and support employers with the kind of benefits that really count — flexible work arrangements.
Smart companies provide the kinds of perks that really count — and that cost nothing to the bottom line — flexible work arrangements for both full- and part-time employees. True flexibility is based on trust. And trust breeds loyalty, commitment and productivity. Companies that measure their employees’ value based on RESULTS instead of face-time are in step with the 21st century workplace that allows us to work anywhere, anytime without being chained to our desks.
Only the smartest companies will be prepared to attract the best and the brightest of Gen Y and Gen X by using flexible work arrangements to create a motivated, energized staff that is committed to taking the company forward.
Companies that don’t trust their employees are the ones who measure productivity by the hours logged in their cubicles. And the lack of trust is what in fact reduces productivity. How can you work for someone who believes you are out to rob them?
More than 85% of the flexible professionals we have placed in middle- and upper-management positions transition to long-term relationships with their companies. This supports the contention that maintaining flexible work policies attracts top talent that values control over their time over other types of compensation.
And once companies experience the enormous value and high productivity of flexible professionals they give FWAs a permanent place in their HR policy.
