WerkLife logo

Workplaces are catching up to the future. Meet the companies and individuals who are making it happen.

  1. Our Obsession With Long Hours Is Only Widening the Gender Pay Gap

    Our Obsession With Long Hours Is Only Widening the Gender Pay Gap

    In 1974, as a recent New York Times article points out, sociologist Lewis Coser coined the term "greedy professions" to describe jobs that "seek exclusive and undivided loyalty.” At the time, however, long hours weren't glorified as they are now. People who worked 50 hours or more a week four decades ago were paid 15 percent less per hour than their 40-hours-a-week peers. Now, according to new research, people working 50 hours or more a week are paid 8 percent more than those working fewer hours.

  2. Both Men and Women Are More Likely to Leave Their Jobs Without Flexibility

    Both Men and Women Are More Likely to Leave Their Jobs Without Flexibility

    There's a misconception that workplace flexibility is just an "accommodation for women." Women do indeed have a high demand for adaptive workdays—especially because they're still expected to shoulder more than their fair share of caregiving responsibilities, housework, and other invisible labor. But men need flexibility, too, and new research from the Boston Consulting Group shows that men are actually more likely to leave jobs in inflexible work environments.

  3. Inflexibility Is Costing You Financially and Reputationally

    Inflexibility Is Costing You Financially and Reputationally

    When David woke up to his phone’s alarm, he was desperate to hit snooze. But as a recently-single parent, he had no one to turn to for help getting his 2-year old son off to daycare. Since daycare was a temporary situation only to buy him some time, the urgency and reactivity that prevailed in his day-to-day experience managing his kids and career began taking a huge toll on his ability to think clearly, take care of himself, and function effectively.

  4. How We Transformed Flexibility From an Employee Perk to a Business Discipline

    How We Transformed Flexibility From an Employee Perk to a Business Discipline

    At Werk, we discovered that one of the keys to creating long-term, sustainable high performance at work is identifying and alleviating points of friction within the employee experience. In other words, customizing the employee experience through workplace flexibility. But companies aren’t equipped to begin this work. They don’t have the right data or the ability to capture that data. And that’s why the majority of flexibility programs today are not as effective as they could be—because they are based on assumptions about what employees want, not data confirming what employees need and how flexibility, or lack thereof, is impacting their bottom line. So we developed a way for companies to capture this data for the very first time. Through our proprietary people analytics platform—the first and only validated flexibility model available to companies today—we have transformed workplace flexibility from an employee perk to a critical business discipline.

  5. Employees Quitting Their Jobs Over Lack of Flex

    30 Percent of Workers Have Left a Job Because of Inflexibility

    More than 7,300 respondents have spoken, and workplace flexibility is make-or-break for talent attraction and retention. In the 2019 FlexJobs Annual Survey, 30 percent of workers reported that they have left a job because it did not offer flexibility, and 16 percent were currently hunting for a job because of flexibility issues. Furthermore, 14 percent considered leaving a job but decided to stay despite flexibility issues.

  6. Is It Time to Let Employees Work From Anywhere?

    Research Says It’s Time to Let People Work From Anywhere

    By now, the positive effects of location variety on employee productivity are well documented. But new research described in Harvard Business Review suggests working from anywhere offers an even larger boost to productivity. And the findings show that location independence—a flexibility type we simply call Remote—is a powerful workday modification for employers and employees alike.

  7. Looking Forward With Jennifer Brown

    Looking Forward With Jennifer Brown, CEO & Founder of Jennifer Brown Consulting

    Jennifer Brown is a diversity and inclusion expert committed to helping foster workplace cultures in which every employee is "Welcomed, Valued, Respected, and Heard." However, many companies' D&I efforts are falling short, as she tells me in this installment of Looking Forward on LinkedIn. Many business leaders are outsourcing those efforts to under-resourced diversity teams instead of doing the hard work and the hard introspections themselves.

  8. Flex and Mental Health

    Flexibility Is Essential For Employee Mental Health

    Flexibility isn't just a boon to workers' physical health, it's also a game-changer for their mental health. In Wildgoose's 2019 Flexible Working Survey of employees from 114 companies, 39 percent of respondents who work flexibly have seen a marked improvement in their mental health. Meanwhile, 42 percent of those who can't work flexibly say doing so would help them better manage their mental health.

  9. Long Vacations Do Not Cure Burnout

    Long Vacations Don't Magically Solve Employee Burnout

    Companies have long trotted out generous paid time off policies to attract talent, some even offering unlimited PTO. And while vacations are vital—allowing employees to vacation around the world or "staycation" around the house—companies often presume that these long breaks will be a cure-all for employee burnout. And this presumption is misguided, as new research from Cornerstone suggests.

Take the lead on flexibility

A flexible future of work is here. Get the only newsletter for corporate heroes paving the way.