Comments for Flex Notes http://www.flexibleresources.com/blog Flexible Resources Blog Fri, 30 Jul 2010 14:11:48 +0000 http://wordpress.org/?v=2.7.1.1 hourly 1 Comment on Job trends 2010: job growth will be different this time by aplus flv to pocket pc converter http://www.flexibleresources.com/blog/archives/66/cpage/1#comment-37 aplus flv to pocket pc converter Mon, 05 Jul 2010 04:04:40 +0000 http://www.flexibleresources.com/blog/archives/66#comment-37 reviews... I saw this really great post today.thanks!... reviews…

I saw this really great post today.thanks!…

]]> Comment on Job trends 2010: job growth will be different this time by Beanie hat review http://www.flexibleresources.com/blog/archives/66/cpage/1#comment-36 Beanie hat review Sun, 30 May 2010 11:59:19 +0000 http://www.flexibleresources.com/blog/archives/66#comment-36 ... I saw this really great post today. I suggest it is the best Ladies beanie hat review！... …

I saw this really great post today. I suggest it is the best Ladies beanie hat review！…

]]> Comment on Forward-thinking companies see value in FWAs by Donna Bandal http://www.flexibleresources.com/blog/archives/55/cpage/1#comment-25 Donna Bandal Sun, 08 Nov 2009 07:30:14 +0000 http://www.flexibleresources.com/blog/archives/55#comment-25 I had the privilege of hearing Lisa speak a couple of years ago on an all-woman panel including Jean Chatzky and Lisa Belkin. I have to agree that companies still consider FWAs a perk and fail to see the true benefit, aka, bottom line benefit, of these types of arrangements. The challenge clearly resides in educating the existing HR environments, and being persistent in doing so. I find the best tactic to use to have someone or a company for that matter which is risk adverse to the concept of FWAs is to use a trial concept. Once you get in with a few placements of successful employees under these FWAs the company will be quick on the uptake and see the benefit. Create a flexible contract from the beginning for potential clients so you decrease their risk and demonstrate true value. I had the privilege of hearing Lisa speak a couple of years ago on an all-woman panel including Jean Chatzky and Lisa Belkin.

I have to agree that companies still consider FWAs a perk and fail to see the true benefit, aka, bottom line benefit, of these types of arrangements.

The challenge clearly resides in educating the existing HR environments, and being persistent in doing so. I find the best tactic to use to have someone or a company for that matter which is risk adverse to the concept of FWAs is to use a trial concept. Once you get in with a few placements of successful employees under these FWAs the company will be quick on the uptake and see the benefit. Create a flexible contract from the beginning for potential clients so you decrease their risk and demonstrate true value.

]]> Comment on What does the “Best 100 Companies” list really mean? by Jaime Leick http://www.flexibleresources.com/blog/archives/57/cpage/1#comment-24 Jaime Leick Thu, 01 Oct 2009 16:55:15 +0000 http://www.flexibleresources.com/blog/archives/57#comment-24 Joyce, Nadine and team: Thanks for your comments on our Working Mother 100 post. http://blog.lifemeetswork.com/?p=90 We run into employees all the time who say their “award winning” company is not all that. Too often, there is a disconnect between what the company says and what they do. We encourage the Working Mother 100 to solicit employee feedback, the way other programs like Winning Workplaces and the Alfred P. Sloan Awards do. Failure to do so means lost opportunities for employees and the company alike. Unfortunately, it’s all too possible that leadership doesn’t realize that its well-intentioned policies are lacking impact. They can’t see the gap, and so they have no idea they’re missing out on all sort of benefits like the increased employee engagement, productivity, and loyalty that come from a truly flexible workplace. Let’s keep the conversation going. Your readers can follow us on Twitter as well at Twitter.com/lifemeetswork. Or, for more information about the strategies leading-edge companies are using to close this gap, reach out to us: http://www.lifemeetswork.com Joyce, Nadine and team: Thanks for your comments on our Working Mother 100 post. http://blog.lifemeetswork.com/?p=90

We run into employees all the time who say their “award winning” company is not all that. Too often, there is a disconnect between what the company says and what they do.

We encourage the Working Mother 100 to solicit employee feedback, the way other programs like Winning Workplaces and the Alfred P. Sloan Awards do. Failure to do so means lost opportunities for employees and the company alike.

Unfortunately, it’s all too possible that leadership doesn’t realize that its well-intentioned policies are lacking impact. They can’t see the gap, and so they have no idea they’re missing out on all sort of benefits like the increased employee engagement, productivity, and loyalty that come from a truly flexible workplace.

Let’s keep the conversation going. Your readers can follow us on Twitter as well at Twitter.com/lifemeetswork. Or, for more information about the strategies leading-edge companies are using to close this gap, reach out to us: http://www.lifemeetswork.com

]]> Comment on What does the “Best 100 Companies” list really mean? by Jaime Leick http://www.flexibleresources.com/blog/archives/57/cpage/1#comment-23 Jaime Leick Thu, 01 Oct 2009 16:51:49 +0000 http://www.flexibleresources.com/blog/archives/57#comment-23 Joyce, Nadine and team: Thanks for your comments on our Working Mother 100 post. http://blog.lifemeetswork.com/?p=90 We run into employees all the time who say their award winning company is not all that. Too often, there is a disconnect between what the company says and what they do. We encourage the Working Mother 100 to solicit employee feedback, the way other programs like Winning Workplaces and the Alfred P. Sloan Awards do. Failure to do so means lost opportunities for employees and the company alike. Unfortunately, it’s all too possible that leadership doesn’t realize its well-intentioned policies are lacking impact. They can’t see the gap, and so they have no idea they’re missing out on all sort of benefits like the increased employee engagement, productivity, and loyalty that come from a truly flexible workplace. Let’s keep the conversation going. Your readers can follow us on Twitter as well at Twitter.com/lifemeetswork. Or, for more information about the strategies leading-edge companies are using to close this gap, reach out to us: http://www.lifemeetswork.com Joyce, Nadine and team: Thanks for your comments on our Working Mother 100 post. http://blog.lifemeetswork.com/?p=90

We run into employees all the time who say their award winning company is not all that. Too often, there is a disconnect between what the company says and what they do.

We encourage the Working Mother 100 to solicit employee feedback, the way other programs like Winning Workplaces and the Alfred P. Sloan Awards do. Failure to do so means lost opportunities for employees and the company alike.

Unfortunately, it’s all too possible that leadership doesn’t realize its well-intentioned policies are lacking impact. They can’t see the gap, and so they have no idea they’re missing out on all sort of benefits like the increased employee engagement, productivity, and loyalty that come from a truly flexible workplace.

Let’s keep the conversation going. Your readers can follow us on Twitter as well at Twitter.com/lifemeetswork. Or, for more information about the strategies leading-edge companies are using to close this gap, reach out to us: http://www.lifemeetswork.com

]]> Comment on How flexible work arrangements improve business by Tamra http://www.flexibleresources.com/blog/archives/51/cpage/1#comment-22 Tamra Fri, 25 Sep 2009 16:16:47 +0000 http://www.flexibleresources.com/blog/archives/51#comment-22 Not only a win/win for the employer and employee, but our environment as well as telecommuting employees use less gas to get to work! Tamra www.bandycoop.com Flexible Work for Professional Women Not only a win/win for the employer and employee, but our environment as well as telecommuting employees use less gas to get to work!

Tamra
http://www.bandycoop.com
Flexible Work for Professional Women

]]> Comment on What can a flexible professional offer your company? by Donna Bandal http://www.flexibleresources.com/blog/archives/53/cpage/1#comment-21 Donna Bandal Wed, 16 Sep 2009 04:13:02 +0000 http://www.flexibleresources.com/blog/archives/53#comment-21 I am an example of an MBA mom. When my daughters were pre-school age I was able swing three full days per week at a pharmaceutical company in Westchester. This particular arrangement allowed me the time I wanted and needed to have with my daughters, while still maintaining a critical work focus. (I always said my career was a "lattice" vs. a "ladder."! That's another topic!)) I convinced (it took a while, but I was persistent!), the then, Director of Marketing, to hire me as a consultant, and after a 3-month period of time, and of course, at a critical commercial launch period for a key product, they decided to make me part of the staff. I clearly defined what I needed and negotiated upfront why this would work for the company, and how this worked for me. They were thrilled when I was able to create patient and healthcare professional campaigns that resulted in increased market share and sales for the company. Over an approximate two-year period, the product had sales of about $50 million and was a blockbuster for this company. It was clearly a "win-win" for both of us. I am an example of an MBA mom. When my daughters were pre-school age I was able swing three full days per week at a pharmaceutical company in Westchester. This particular arrangement allowed me the time I wanted and needed to have with my daughters, while still maintaining a critical work focus. (I always said my career was a “lattice” vs. a “ladder.”! That’s another topic!)) I convinced (it took a while, but I was persistent!), the then, Director of Marketing, to hire me as a consultant, and after a 3-month period of time, and of course, at a critical commercial launch period for a key product, they decided to make me part of the staff. I clearly defined what I needed and negotiated upfront why this would work for the company, and how this worked for me. They were thrilled when I was able to create patient and healthcare professional campaigns that resulted in increased market share and sales for the company. Over an approximate two-year period, the product had sales of about $50 million and was a blockbuster for this company. It was clearly a “win-win” for both of us.

]]> Comment on MBA Moms 3.0: Gen Y Moms Making FMA a priority by Flexible Resources http://www.flexibleresources.com/blog/archives/30/cpage/1#comment-20 Flexible Resources Tue, 15 Sep 2009 15:40:04 +0000 http://www.flexibleresources.com/blog/archives/30#comment-20 Before you start your job-hunt prepare a written plan about how you will manage your workload if you are allowed some flexibility in your schedule. Certainly there are other moms at your workplace who need time off for special events at school, and elsewhere. If you show that you are highly organized, focused and motivated to complete all tasks on deadline, your manager will be more likely to allow you some flexibility. One of the greatest fears managers have about granting flexible hours is that "if I give it to one person, everyone will want it." But if you schedule a meeting with your manager, and show a written plan documenting how and when you work will get then, and then follow through on it, your manager is protected against the onslaught of requests for flexibility by saying that a flexible work schedule will only be granted upon submission of a plan documenting how and when work will get done on time, and then following through to show results. Ask your manager to measure results-- not face-time. Before you start your job-hunt prepare a written plan about how you will manage your workload if you are allowed some flexibility in your schedule. Certainly there are other moms at your workplace who need time off for special events at school, and elsewhere. If you show that you are highly organized, focused and motivated to complete all tasks on deadline, your manager will be more likely to allow you some flexibility. One of the greatest fears managers have about granting flexible hours is that “if I give it to one person, everyone will want it.” But if you schedule a meeting with your manager, and show a written plan documenting how and when you work will get then, and then follow through on it, your manager is protected against the onslaught of requests for flexibility by saying that a flexible work schedule will only be granted upon submission of a plan documenting how and when work will get done on time, and then following through to show results. Ask your manager to measure results– not face-time.

]]> Comment on MBA Moms 3.0: Gen Y Moms Making FMA a priority by AT http://www.flexibleresources.com/blog/archives/30/cpage/1#comment-19 AT Mon, 31 Aug 2009 01:56:26 +0000 http://www.flexibleresources.com/blog/archives/30#comment-19 I changed job about 9 months ago into a supposedly family friendly large corporation. However as I found out later, work at home is not very common at the company as well as flex hours. It makes my life miserable because I have little kids (day care and school) and I have a hard time asking to shift my hours a bit to attend the school events. I want to start looking again for another company that offers flexibility. I changed job about 9 months ago into a supposedly family friendly large corporation. However as I found out later, work at home is not very common at the company as well as flex hours. It makes my life miserable because I have little kids (day care and school) and I have a hard time asking to shift my hours a bit to attend the school events. I want to start looking again for another company that offers flexibility.

]]> Comment on Small biz secret weapon: MBA Moms by Flexible Resources http://www.flexibleresources.com/blog/archives/27/cpage/1#comment-6 Flexible Resources Mon, 20 Jul 2009 15:42:29 +0000 http://www.flexibleresources.com/blog/archives/27#comment-6 Great Website !! Great Website !!

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