Paul Bradbury | OJO Pictures Getty Images
Millions of Americans are leaving work and rethinking what they want in terms of work-life balance. Companies respond, meeting the needs of their employees in areas such as teleworking, flexible working hours, four-week work weeks, remuneration and more. This story is part of a series that focuses on the “Big Change” and the shift in culture in the workplace that is taking place.
The “Great Resignation” – also known as the “Great Change” – shows no signs of slowing down.
The mass exodus of nearly 48 million workers who left last year has led some employers to reconsider how to retain and attract employees.
The result was greater flexibility and teleworking, as well as greater compensation. Some companies have introduced four-day work weeks, while others have switched to completely remote or hybrid work schedules.
In fact, 63% of jobseekers cite work-life balance as one of the top priorities when choosing a new job, according to LinkedIn. Global Talent Trends 2022 a message. By comparison, 60% reported compensation and benefits.
Here’s how some companies have excelled in a policy they say helps them in the war for talent.
Four-week working week
Sevdha Thompson, digital marketing producer for Coalition Technologies, spent several weeks working in Costa Rica last year.
Courtesy: Sevdha Thompson
Coalition Technologies’ digital marketing and website design staff in Culver City, California can work remotely from anywhere in the world.
For Sevdh Thompson, the company’s digital marketing producer, that means he can spend time in Jamaica with his family, visit the rainforests of Costa Rica and travel around the United States with friends – all in addition to work.
“First of all, I love traveling,” said Thompson, who is just over 30 years old.
“Having such flexibility that I can spend time with people who are very important to me in different parts of the world is very important.”
While some employees have used this policy to travel, others simply work from where they live. Today, more than 250 Coalition Technologies employees are deployed worldwide – from the US, Canada and Mexico to India, Germany and South Africa.
LinkedIn employees have the opportunity to “surprise and delight” through the technology company’s LiftUp program.
Even something as simple as an extra day off or a non-meeting workday can, according to LinkedIn, increase employee well-being.
As its workers faced burnout and exhaustion during the pandemic, the technology giant responded with an initiative called LiftUp. It is a resource center and a series of entertainment events, but above all it also gives the gift of time in the form of days off and days without meetings.
“The surprises and pleasures were really designed to make us just bring a spark back to everyone, raise our heads higher and create some fun along the way,” said Nina McQueen, LinkedIn’s vice president of benefits and employee experience at LinkedIn. Global Talent Trends Report 2022.
After the end of the pandemic, the program will not disappear.
″[Employees] they need support, they need to know that their organization respects them, ”said Jennifer Shappley, global head of talent acquisition at LinkedIn.
Sabbaticals are not a common advantage in the workplace. Prior to the Covid pandemic, only 5% of organizations offered a paid sabbatical program, while 11% offered an unpaid Human Resources Management program. 2019 Benefits Report found.
The technology company Automattic is one of 5%. For every five years worked, employees receive a paid three-month sabatical.
“It provides a really nice kind of renewal point for people to rethink their role or career or what they would like to do,” said CEO Matt Mullenweg.
People at work can also benefit, as people take on new responsibilities to cover the worker during the leave.
In 2016, Lori McLeese, Automattic’s global head of human resources, took her first free time to travel to Europe. It was the best thing she could do, she said.
“It helped reset my brain,” McLeese said. “I left completely disconnected, I came back, I was rejuvenated, I was excited about my work again.”
Working on a benefit agreement
Harriet Talbot resigned from her full-time job at Unilever to participate in her U-Work program in London.
Courtesy: Harriet Talbot
Workers undertake to work a minimum number of weeks a year, receive a small monthly advance and receive paid for the work. Benefits include pension, sickness insurance and sickness insurance.
Great for 30-year-old Harriet Talbot. In 2021, she resigned full-time at the London branch of a global consumer goods company, and since then she has worked for the company in two contract jobs in addition to a side concert at a local bicycle shop. He is now on a mission and traveling by bike across Europe to Australia.
“I think it’s such a real relief and a really progressive opportunity to come back and join the Unilever community when I come back,” she said.
U-Work is now being tested in several other global locations, although it has not yet reached the USA …
Adapt work to life
Allison Greenwald, senior product manager at The Alley Group, spent five weeks in Alaska, working on a flexible schedule.
Courtesy: Allison Greenwald
Flexibility is the standard for Alley’s information technology and services employees. The company does not set opening hours; instead, each team decides when to hold meetings. In addition to these meetings, employees do their job when it suits them.
For Allison Greenwald, 29, this means she works remotely around other things that may occur in her life – from walks and doctor’s visits to exercise and travel.
“I’ve done really incredible things,” said Greenwald, who lives in Brooklyn, New York and spent five weeks in Alaska last August.
Alley’s philosophy is that employees are adults and can govern themselves, said Bridget McNulty, the company’s partner and chief operating officer.
“We trust the people we hire to join our team,” she said.
“There is a mutual cooperation agreement and we take it very seriously.”
Disclosure: NBCUniversal and Comcast Ventures are investors Acorns.