Sharon Brognia | NAEN March 13, 2019 Work-life integration benefits: Key tools for employee attraction, retention and wellbeing Sharon Brognia | NAEN March 13, 2019

Agenda Current State Impact of Technology Current Challenge Generational Differences Promoting Healthy Work-Life Integration Sharing the Value Proposition Best Practices/Inventory

Current Environment School Personnel Aging workforce High number of retirees High number of “new talent” Shrinking/non existent candidate pool Multi-generational workforce Difficult social/world environment – safety concerns Limited budgets CBAs that have been adapted from prior generations Largely unflexible “work at home” environment Access/requirement to use technology

Impact of Technology The “New Normal: Can anyone relate?

Impact of Technology Stretching the traditional work day….. No logging out! Brings flexibility….. And stress! 65% of US employees identify work as top stressor Long hours = family conflict When considering a new role, 53% say that a role that will allow them greater balance and better personal wellbeing is critical Helps keep work moving along (good for “business”); but….. May bring compensation/contract/pay issues

So… The question becomes… So… The question becomes…. In this current environment: How do we attract new hires? How do we keep our staff engaged and “career healthy”?

Generational Differences Each employee has a unique take on what work-life integration should be. Traits: Idealistic, competitive, results driven, sacrifice for employer, may be facing health issues or caring for others Independent, expect and embrace change, less committed to employer, work-life balance is important Tech savvy, confident, achievement oriented, multi-tasking, desire flexibility

Generational Differences Needs/Desires Training Flexibility – part time work Mentor opportunities to share expertise Flexible work environment Paid Family Leave Paid Vacation time Paid time off Opportunities for advancement and international travel Technology access Be part of a team

Healthy Work-Life Integration Options that Cross Multiple Generations Financial Wellbeing Opportunities Tuition reimbursement or student loan assistance Refinancing, transfer of other incentive to pay loans Money management skill training/resources Basic Budgeting, Investing, Health Savings Accounts Retirement readiness and planning Retiree healthcare, Health insurance consumerism and advocacy services Decision support, Health Savings Account education

Healthy Work-Life Integration Options that Cross Multiple Generations Community Engagement Opportunities Paid time off for volunteering Charitable giving tied to staff interests Organized volunteer activities Social Wellbeing Initiatives Mentoring programs Recognition program Training and development opportunities Onboarding – 1st year of employment support Encouragement and accommodation for support groups Employee Assistance Programs and Confidential Counseling

Healthy Work-Life Integration Options that Cross Multiple Generations Wellbeing Programs, Quiet Space Facilitated by diverse committees of staff Offer multiple opportunities to engage/variety of communication techniques May include policies that encourage healthy behaviors at work Look beyond traditional fitness/nutrition/biometrics

Sharing the Value Proposition Take inventory of what you offer! Clear, consistent communications and education of existing staff Share it during the interview process – set expectations and make benefits clear Use it to earn brand recognition as a “destination employer”

Best Practice Sharing Notes:

“Inventory” Brainstorm Worksheet What are we already doing? Flexible Work Arrangements Vacation/Time Off Financial Wellness Community Engagement Social Wellbeing Wellbeing Programs/Space

Thank you! Sharon Brognia 585.641.2533 Sharon_Brognia@ajg.com