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

  1. Older and Younger Generations of Workers Agree on Flexibility

    Pretty Much All Generations in the Workforce Agree on Flexibility

    Millennials and baby boomers may not agree on much—and there are some generational debates we just won't wade into—but these age groups at least agree that flexibility is a must-have. Per Insight, a recent survey by Instant Offices revealed that around 74 percent of millennials and 94 percent of baby boomers want flexibility in the workplace schedule. "The popularity of the 'standard' 9-5 appears to be on the decline as it looks as if most employees are interested in flexible hours and telecommuting," Insight notes.

  2. Most Employees Don’t Actually Want to Quit—Here’s How to Help Them Stay

    Most Employees Don’t Actually Want to Quit—Here’s How to Help Them Stay

    Employee turnover represents a huge expense for employers, so the phrase "job-hopping" must sound like nails on a chalkboard to CHROs. The good news for them? Prudential's Pulse of the American Worker report reveals that the majority of workers—55 percent, to be exact—want to stick with their current employer for at least four years, with 32 percent wanting to stay in place for the rest of their career. The better news? Flexibility helps them do just that.

  3. 80% of Workers Say They'd Be More Loyal to Their Employer With Flex

    80 Percent of Workers Say They'd Be More Loyal to Their Employer With Flex

    There's a surefire way to inspire employee loyalty at your organization, and it's not ping pong tables or kombucha on tap. In the 2019 FlexJobs Annual Survey, 80 percent of respondents said they'd be more loyal to their employers if they had access to flexible work options. And that's up 5 percent from the company's 2018 survey.

  4. Credigy x Werk Case Study

    How Credigy Made Their Good Flexibility Policy Great

    When global specialty finance company Credigy realized they had a disconnect between they flexibility they offered and the flex employees perceived, the company leaders followed their own mantra: They were bold, they were curious, and they were supportive. Specifically, they partnered with Werk to analyze their diverse workforce's flexibility needs and to come up with a comprehensive solution for all employees.

  5. Caregiving Cost to Economy

    The Economic Cost of Caregiving Could Double in the Next 30 Years

    A scientific study is sounding more alarm bells about the caregiving crisis. The analysis—conducted by Stipica Mudrazija, a senior research associate at the Income and Benefits Policy Center at the Urban Institute—found that the annual economic cost of unpaid caregiving in the United States, currently standing at about $67 billion, will "likely double" by 2050, rising to $132–$147 billion.

  6. 8 Common Flex Mistakes

    8 Mistakes Companies Commonly Make When Implementing Flexibility

    Sustainable, effective workplace flexibility is not a pipe dream. It's actually a feasible and straightforward solution to many of the modern workforce's productivity woes. But flex has the best chance at transformative, revolutionary change when it's implemented correctly, and unfortunately, a lot of companies fumble their flex. Here are some of the most common errors companies make on their flex journeys…

  7. All Managers Want DeskPlus

    Practically All Millennial Managers Need DeskPlus

    We knew DeskPlus was popular, but the appeal of location variety is near-universal among millennial managers, as Akumina found in its 2019 Millennial Manager Survey. Understanding that millennials will comprise 75 percent of the U.S. workforce by 2030—and that millennial employee turnover is costing the U.S. economy $30.5 billion each year—Akumina surveyed more than 1,000 mid- to executive-level managers between the ages of 18 and 36 in an effort "to better understand millennials' direct impact on business today."

  8. Leaders Today Are Trusting Their Employees to Work Autonomously

    Leaders Today Are Trusting Their Employees to Work Autonomously

    People say "trust is earned." And perhaps that's why, historically, supervisors wait for their direct reports to prove their worth before giving them access to flexibility. But as the global workforce heads for a flexible future, these workplace conventions of yesteryear are falling by the wayside. These days, especially with more and more employees working out of the office, supervisors are trusting their employees from the jump, and those employees are returning that trust with productivity and loyalty.

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