NEW Professional Member Special>>> Save $20 and receive a SHRM tote bag
More companies are recognizing the importance of giving employees the time and space they need to navigate personal loss.
Save $20 on a New Professional Membership and receive a FREE Tote bag when you join SHRM today!
Learn to overcome challenges and meet your 2017 goals through competency-based HR education. Available in-person and virtually.
Expand your influence and learn how to become an effective leader. Join us in Phoenix, AZ | OCTOBER 2 - 4, 2017
Study finds gap between what managers believe and how they behave
global survey reveals a growing disconnect between what employers say about work/life integration and what they do.
“We set out to study men and work/life integration but instead uncovered workplace trends showing
employees suffer a variety of job repercussions for participating in work/life programs, even when their leaders insist they support the business value,” said Kathie Lingle, executive director of WorldatWork’s Alliance for Work-Life Progress, which sponsored the study. “This conundrum can be so oppressive that some employees go underground, resorting to ‘stealth maneuvers’ for managing their personal responsibilities.
“The good news is that 80 percent of employers around the globe avow support for family-friendly workplaces. The bad news is they are simultaneously penalizing those who actively strive to integrate work with their lives,” said Lingle.
Employees reported repercussions (or their perception of repercussions) that included:
Discouraged overtly or subtly from using flexible work and other work/life programs.Received unfavorable job assignments.Received negative performance reviews.Received negative comments from supervisor.Were denied a promotion. A percentage of the surveyed managers think that the ideal employee is one that is available to meet business needs regardless of business hours.40 percent believe that the most productive employees are those without many personal commitments.Nearly one in three think that employees who use flexible work arrangements will not advance very far in their organization.
The same leadership attitudes prevailed in emerging countries (Brazil, China and India) but on a larger scale.
“While the HR department designs and administers work/life programs, it’s the managers who have to implement it,” added Rose Stanley, work/life practice leader for WorldatWork. "Our studies find that a culture of flexibility correlates with lower employee turnover. Specifically, those with training and experience managing employees on flexible work arrangements are much more supportive of work/life than those without that training and experience. Closing the gap between what managers believe and how they behave will make every workplace a better place to work.”
SHRM Online Workplace Flexibility Resource Page
• Sign up for SHRM’s free
Compensation & Benefits e-newsletter
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies