Sentences with phrase «work lives of your employees»

Not exact matches

Leading employee research firms agree that 272 is the magic number of personal days for your newfound no - work / life balance.

Employees spend the majority of their waking lives at work where they spend the majority of their time apathetic and uninspired.

One study found that 75 percent of employees listed work - life balance as a top priority in a job.

Giving employees a day at home allows them to better integrate their home and work lives — for example, they might be able to put their young children to bed due to the lack of an evening commute — and will make them grateful.

You have to put a little more effort into many aspects of work - life, including communication and vetting potential employees.

One is the live experience they need of actually being in a working enterprise, whether it's a bank or city government, and two it gives them the credibility of being able to say, «Hey, we've got this installed at the city government and they've got this many taxpayers or employees or traffic.»

«This social contract between employer and employee basically said, «If you come to work every day, and you work hard, and you give the corporation a measure of loyalty, we in turn will take care of you, often for the rest of your life, by extending healthcare and generous pensions to retirees.»»

Also, don't let the fast - paced environment of a growing company hurt employees» work - life balance.

While work / life balance may be a pipe dream and a fundamental misunderstanding of how the world works, leaders who make strong, healthy choices publicly are role models for their employees in integrating their work responsibilities into the totality of their daily lives.

To make sure employees are thinking about the long term when they refer prospects, Brett Brewster of Mitec Controls, a $ 5.5 - million fire - and life - safety company in Norcross, Ga., spreads the bonus payments out: the employee gets half at the referral's 90 - day mark and the rest when the referral has been working for six months.

In her memory, we devote our actions to a just cause; to defend what is right and to protect the interest of not only shareholders but most importantly the far more important stakeholders of employees, drivers and customers whose lives have been forever altered by the abiding faith and fervent hard work of Travis Kalanick and the Uber team.

In addition, reclassification can provide employees with a better sense of work - life balance.

«The value is that employees can understand what is expected of them and what they can expect from the company,» adds Paul Rowson, managing director at World at Work, a global human resources association that focuses on compensation, benefits, work - life, and integrated total rewaWork, a global human resources association that focuses on compensation, benefits, work - life, and integrated total rewawork - life, and integrated total rewards.

What's worse, such rules take control away from the employee, leading to feelings of powerlessness and disengagement, says Stew Friedman, author of Leading the Life You Want: Skills for Integrating Work and Life.

Facebook is one of the few companies in recent years to continue the legacy of the traditional company town, where the corporation master - plans a new community for its employees to work and live in.

Stay alerted for ways that your company can improve the lives of your customers and then work together with your employees and customers to great a satisfying experience for everyone.

Specifically, ask your employees: «Can you list for me the factors that could contribute to your doing the best work of your life?»

Even though some of the best talent working for small businesses these days is young and doesn't always see the value in things like healthcare or life insurance, business owners will be better able overall to attract and retain good employees by offering those benefits.

And it's not just tech giants — companies of all stripes have become more flexible, actively seeking to keep employees happy and engaged, whether through work - life balance initiatives or management strategies that encourage employee feedback, input and advancement.

Employees say: «Dun & Bradstreet has a strong focus on developing the «whole person» and in recognizing that work is just one part of an employee's life.

The sudden proliferation of wireless computing technology in recent years has opened a new front in the struggle for work - life balance, a battle many managers and employees feel they are losing.

Enrich your employees» work life by helping them deepen their understanding of the business and their skills and strengths.

With 10 full - time employees, half of Groopt lives and works in the same place — a San Francisco - style home with common areas and lots of bedrooms.

Healthy work - life balance can be difficult for anyone to attain, but what if you're the mother of a toddler and a 6 - month - old baby, a CEO with a roster of high - profile clients, and the sister and former employee of one of Silicon Valley's most famous billionaires?

And we realized five of the 25 current employees came from New York directly to work here, and 70 percent lived in New York at one time.

In the aforementioned workplace flexibility study, nearly 67 percent of company leaders thought their employees had a balanced work and life.

In a recent study by Workplace Trends, 75 percent of employees listed work - life balance as their top priority.

Additionally, rewards programs provide praise, thanks, and recognition for «work anniversaries, developmental goals, and acts of service for helping others,» and even allow employees to reward colleagues for «living company values» — with $ 5 coupons for prepared foods at the store.

Here are a few innovative ways companies are empowering employees to create their own versions of work - life balance in the workplace:

With panning shots of the company's offices, featuring a game room, groups of people eating lunch together, and seemingly happy dogs sitting next to desks, the video includes interviews with employees discussing work - life balance (an engineer training for a marathon and dressed in running clothes mentions the freedom to go for a run during work), the challenges the company faces, and the collegial atmosphere.

In many organizations, employees and managers have different ideas of what work - life balance actually means.

Instead of forcing employees to sacrifice their personal lives, startup employers need to create more work - life balance at their companies.

Think of Zappos: The company's core values are known for guiding how employees work, as well as enjoy their personal lives.

For starters, she recommends that managers view the question in terms of «work - life fit» rather than «work - life balance» because «fit» better acknowledges that each employee's situation is unique — and likely to change over time.

But top - down policies won't bring about meaningful change, warns Yost, founder and president of the Work + Life Fit Inc. consulting firm based in Madison, N.J. Instead, she recommends that companies adopt a «partnership» approach, encouraging employees to suggest arrangements that fit their own needs while still ensuring that work gets done — and gets done wWork + Life Fit Inc. consulting firm based in Madison, N.J. Instead, she recommends that companies adopt a «partnership» approach, encouraging employees to suggest arrangements that fit their own needs while still ensuring that work gets done — and gets done wwork gets done — and gets done well.

The 2017 State of the American Workplace Report from Gallup showed that 53 percent of employees say it's «very important» to have a job that allows them greater work - life balance and personal well - being.

Some people said the screed, directed at CEO Jeremy Stoppelman, drew attention to prevalent wage issues in the area; others accused the employee of acting entitled and failing to find better or more work or a place to live that costs less than her current $ 1,245 rent.

Jonathan Brunger, general manager of Adventure Life, a Missoula, Mont. - based small group adventure travel company, estimates that 50 percent of the company's employees bike to work during the summer months.

Do this by first considering what kinds of work - life benefits would really be recognized as benefits to your employees.

And so this mother of all skills, communication, is something that all of us — whether acting in the capacity of boss, employee, colleague, spouse, sibling, parent, customer, team member, etc. — must work on pretty much every day of our lives.

A typical process has the employee approach her or his manager with a specific request to take advantage of a work - life program.

What's more, 35 percent of LGBT employees feel compelled to fib about their personal lives while at work.

Naturally, as companies expect their employees to be constantly connected, employees expect a work culture that fits naturally with the rest of their lives.

The key is to take an interest in employees» lives outside of work.

From free meals to shuttle services to a state - of - the - art gym, making work feel like home helps employees really settle into their role and work life.

High - performance doesn't equal living at the office anymore, and if your goal is to have a high - functioning company for the long term and to really make it sustainable, you need to embrace the fact that your employees are people who also have lives and responsibilities outside of work.

So here's the thing: businesses of the future will thrive if they have a clear sense of purpose, if their leaders are driven by purposes that go beyond profits, and if their employees go to work every morning feeling engaged in a purposeful life.

Employees say: «Out of all the places I've worked so far in my life, I've never experienced the sense of family and mutual respect that I have here.

Even when employees pursue education in other fields, these benefits serve to cultivate employee loyalty and increase job satisfaction due to a greater sense of work - life balance and having the freedom to pursue passions.

Delbanco worked with eight employers and other health care purchasers, including AT&T, Equity Healthcare, and Service Employees International Union (SEIU) 775 Benefits Group, to better understand how barriers to mental health care play out in the lives of eEmployees International Union (SEIU) 775 Benefits Group, to better understand how barriers to mental health care play out in the lives of employeesemployees.