Balancing the Demands of Work and Home: Opportunities for Employee Engagement Caryn Medved, Phd. Baruch College – City University of New York.

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Presentation transcript:

Balancing the Demands of Work and Home: Opportunities for Employee Engagement Caryn Medved, Phd. Baruch College – City University of New York

To understand employee engagement in the workplace, you must also understand its connections to engagement to life outside of work.

Understanding Engagement(s) Work Engagement Family/Life Engagement

3 Aspects of Employee Engagement 1 1.Enjoyment of Work 2.Belief in Contribution 3.**Value = employees recognized and rewarded as a ‘whole person,’ including relationship and needs outside of work. 1 Development Dimensions International, Inc. Employee Engagement: The Key to Realizing Competitive Advantage.

Work-Life Conflict Vs. Work-Life Synergy

Work-Life Business Case 1.Recruiting the Best 2.Retention of Talent 3.Health Care Costs and Employee Wellness 4.Reduction of work-life conflict  Productivity

Critical Issues Today 1.Life Stages and Work-Life Needs 2.Generational/Cohort Differences 3.Changing Family Demographics

Life Stages Varying employee work-life needs depending on life-cycle stages: Caring for Young Children Caring for Older Children Caring for Elderly Parents Work-Life policies must include a range of options **Don’t assume...

Cohort/Generational Differences Robert Half poll of 1,800 HR and finance professionals in 11 countries found: 1.Recent graduates were “particularly driven” by the desire for work-life balance. 2.Want flexible work hours and clear career development programs; didn’t grow up with lifetime employment.

Changing “Family” Demographics 1.‘Traditional’ two parent, dual career only 24% Only 1 in 4 ‘fits’ traditional family image Increasing single parent households (both mother-child & father-child) 2.Changing definitions of ‘family’ vs. ‘life’ Partner Benefits Unmarried or Childfree Employees 3.Challenging breadwinner/homemaking norms 24% of dual-career, women are primary earners 142 thousand Stay-at-Home Fathers; 200% increase since 1994.

Closing Up Employee engagement must consider employees varying needs and stages of life- family engagement; Business Case = – recruiting top talent, – retaining high performers, – reducing related work-life conflicts and the absenteeism, stress, and decreased productivity.