Softworks Blog

Overstressed at Work? Softworks can help!

Posted by Jimmy English on Mon, Jul 31, 2017

Check out our Top Tips to reduce the stress you feel at work.

 The Modern workplace is fast paced by nature as demands grow and resources seem to shrink. We live in a society where being stressed at work is considered relatively normal. Most working adults find it very difficult to maintain a sustainable work life balance, juggling their job with family, friends and other activities. Increased stress in our jobs leads to a decrease in productivity. Along with this decrease in output, workplace stress can lead to other complications in your life.

Beat the stress at work with these simple but effective tips from Softworks:

  1. Change your approach to work.

Break your tasks down to a manageable size .If you are given a particularly large task at work it can often seem daunting. Breaking this task down into smaller parts to be tackled one at a time will make the task more approachable and will reduce the stress you feel. Visualising yourself completing the task successfully can also help to reduce your stress.

  1. Get some exercise before or during work.

Exercise has been extensively proven as a bona-fide stress buster. Indulge in a pre-breakfast run or a post lunch walk and release some happy hormones to fight off the stress building up from work.  Getting away from your desk will help reset your mind and refocus you when you return.

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  1. Give Feedback.

If you feel like you are being asked to do too much, don’t be afraid to speak up. Your boss will respond  to you much better if you admit that you are a bit out of your depth rather than doing a poor job. It also demonstrates that you are responsible and a good team player. Don’t let the stress build up to a point where it feels like it’s going to overflow.

  1. Look for Flexible Working.

Flexible working is the perfect way to beat work induced stress. Build up flexitime when you feel up to it and then use it at will when you feel like you need to get out of work a little bit early. Flexible working arrangements benefits both employers and employees, allowing for greater output and productivity.

To find out more about Flexible Working Solutions from Softworks and how they could help you bust the office stress then download our free whitpaper here.

Don’t just take our word for it though. Book a Demo of our Solutions here and see for yourself how we can help your company increase output and productivity.

Book a Demo

 

Topics: Employee Motivation, Flexible Working, Employee Retention

Bring Your Pet to Work Day

Posted by Jimmy English on Tue, Apr 18, 2017

 

In the ever evolving world of start ups and millenial employees, what is and what is not accpetable in the working environment is becoming an increasingly gray area. How would you feel if you came in for work on Monday morming to find a puppy or a kitten sitting on your desk?

For many of us this would be a welcome addition to our office. Who wouldn't love to entertain a baby animal instead getting stuck into their work? With 'Bring your Dog to Work Day' on the horizon we take a look at the various positives and possible negatives that could ensue from having a pooch or indeed any sort of pet in the office. pets.jpg

Positives:

  1. Employee mood is up.

Contact with animals is generally thought to improve one’s mood and sense of wellbeing. Starting off your week by playing fetch with a puppy or cuddling a kitten is a sure fire way to not only put you in a good mood but to keep that good mood going all week.

  1. Create a positive and nurturing workplace environment.

An employee’s best work takes place when they are getting positive feedback in an encouraging environment. With animals in the office, there will a natural sense of nurturing and caring. This sense of caring will transfer to the relationship between the company and employees resulting in better work being carried out.

Negatives:

  1. Not everyone likes animals.

Believe it or not, there are some people in the world who don’t like puppies! Shocking, I know. Between allergies, phobias and general unease around animals some of your employees mightn’t be best pleased to be surrounded by animals in their office. One way to combat this is to have one area of your office reserved for pets, allowing other employees to work in peace.

  1. Insurance issues.

Is your company covered to have animals on the premises? What if there’s a bite or a scratch, are you covered for that? Before planning your ‘Pet Day’ make sure your insurance is in order.

 

Having a workplace pet day is a fantastic way to engage with and motivate employees, but does carry some risk.  Your employees can also use their flexitime to spend as much time playing with pets as they want – one of the many benefits of flexible working arrangements.

Topics: Employee Retention, Employee Motivation, Work Team

The Good Weather Workplace

Posted by Jimmy English on Mon, Apr 10, 2017

The Irish weather is a constant source of debate and discussion. Our recent run of sunny weather has excited the nation into breaking out the barbecue and making a mad dash to the beach. The summer like conditions we experienced over the weekend are seemingly going to be extended for at least a few more days. And there is almost nothing worse than being stuck in the office, staring at a computer while the sun is splitting the stones outside.  So how can you counteract the sun filled daydreaming and encourage employees to remain focused during the forthcoming sunny days?

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  1. Encourage your employees to go outside on their break.

You probably won’t have to try too hard to get your employees to enjoy the sun on their lunch break. In fact you’ll probably have a much harder job ensuring that they are back at their desks on time! By enjoying some exercise and fresh air, employees will be prepared for a productive afternoon of work.

  1. Send them home early with Flexible Working Hours.

Flexible working arrangements, or Flexitime has been proven to reduce your costs and to improve employee motivation. If your employees know that they can go home earlier than normal to enjoy some of the sun, they are sure to experience an improved energy for their work. In addition,flexible working gives employees a better chance to maintain a good work life balance.

  1. Buy the office some Ice Cream!

Ice Cream is synonymous with sunny weather.  An ice cream break on a sunny day gives employees a chance to catch up with each other and the feeling that they aren’t entirely missing out on the good weather.

For more on the benefits of Flexible Working arrangements and how they positively impact both employees and employers, you can download our free whitepaper here.

Download our Whitepaper!

Do you have any suggestions for motivating employees when it's sunny outside? Let us know in the commetns below!

Topics: Employee Retention, Flexible Working, Employee Motivation

Workplace Wellness

Posted by Jimmy English on Mon, Apr 3, 2017

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Workplace Wellbeing

 Last week saw the celebration of the International Workplace Wellbeing day, and in honour of this celebration we’re going to take a further look at the many benefits of workplace wellbeing.  Workplace wellbeing practices has benefits for both employers and employees. Employers who promote workplace wellbeing typically enjoy higher output from their employees and a reduced rate of absenteeism. For employees, workplace wellbeing programs can lead to improved morale and greater self-esteem in the workplace.  The value of workplace wellbeing can be enjoyed equally by employers and employees alike.

Benefits of workforce health for employers:

  • Increased motivation and production
  • A Happy workforce
  • Attracting top employees
  • Reduced Absenteeism
  • Reduced turnover of employees

While employers and organisations can certainly reap the benefits of introducing a  workplace wellbeing program, it is the employees that truly enjoy the advantages. For example , employees who are  a part of workplace health program enjoy:

  • Improved workplace morale
  • Increased performance motivation
  • Reduced stress levels
  • Improved physical and mental health.
  • Enhanced self-esteem.

 Workplace wellness schemes are more commonplace than ever among Irish companies. For example, companies who offer gym memberships, healthy meal options or social club subscriptions to their employees are all actively embracing workplace wellbeing and wellness.  By promoting and encouraging healthy life practices such as exercise and proper nutrition, companies can ensure that their employees are always properly fit and fuelled to perform their role successfully.

One particularly popular and effective workplace wellness practice is the introduction of flexible working arrangements. Flexible working arrangements, or Flexitime, provides benefits to both the employer and business, as well as to employees.

For employers, flexitime can lead to higher retention rates of employees as well as increasing employee productivity while they are in the workplace. For employees, flexible working arrangements allow for a better balance between work and life.  You can read more about the business benefits of flexitime and how they can be implemented as part of a workplace wellness program here.

If you decide to implement flexible working arrangements, then Softworks can help. Get in touch with us today and organise a Demo of our Workforce Management Solutions!

                                   

   Request a Live Demo

  

Topics: Employee Retention, Healthy Workplace, workplace wellbeing, Flexible Working, Flexitime / Flexible Working Hours Arrangement, Workforce Management

Motivating the Modern Employee

Posted by Jimmy English on Mon, Mar 20, 2017

 

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Motivating the modern workforce.

It’s the Monday morning after St.Patricks weekend . The odds are that a great weekend was had by all and that spirits are currently a little bit low. With that In mind it is important to bear In mind that employee motivation is probably lower than usual. Employee motivation is a tricky area at the best of times. There are many factors that affect your employee motivation levels ; from issues within the workplace that you can control, to external issues happening outside of work.  It is important that managers focus on the workplace issues that they can control in order to maintain high levels of employee motivation.  How can managers influence employee motivation In the workplace?

  1. Lead by example: If your employees see you working hard then generally they will follow suit. By being a role model to your employees and demonstrating your passion for your work you will motivate them to emulate your behaviour and work ethic.
  2. Communicate: Communication is a vital part of any workplace. Employees must know that their manager is open and available for queries and consultation when necessary. Being available for clarification and feedback shows that managers are interested and involved with an employees work and will encourage employees to maintain high standards. Ensure daily communication with employees and let them know that they are important.
  3. Create a motivational environment: In order for your employees to succeed they must be working in an environment that is conducive to success. Set tasks and attainable progression goals that motivate your employees to work hard. Be available for encouragement and guidance. By assigning responsibility and delegating important tasks you are motivating your employees to step up and realise their potential on their own.

Remember that employee motivation is nearly always influenced by the atmosphere and internal environment of the workplace. If, however, employees are dealing with issues outside of the workplace that are impinging on their levels of motivation then it is the responsibility of the manager to identify and deal with these issues. Ultimately , employee motivation rests on the shoulders of the manager. 

A major factor in boosting employee motivation lies in giving them ownership of managing their time and attendance. By implementing Sofworks Workforce Management Solutions employees will have greater control over managing how they clock in and out, book holidays etc. which will certainly lead to higher levels of employee motivation.

 

                                  Request a Free Demo Today!

 

 

 

 

                             

 

 

Topics: Work Team, Healthy Workplace, Happy Workers, Employee Retention

How to use Flexible Working Arrangements to Benefit your Business

Posted by Mairead Walsh on Tue, Mar 10, 2015

We all know that flexible working arrangements bring many positive benefits to an employee’s life including a better work/life balance, greater job satisfaction, more autonomy, increased energy, creativity, motivation and morale. Flexible working gives employees greater ownership and control of their own time and working hours enabling them to manage their responsibilities outside of work. This can in turn reduce stress and anxiety for employees, who are struggling to balance their busy lives.

For a long time employers viewed flexible working as simply an “employee perk” or something used by working mums, who fancied a few hours out of the home and a bit of “pin money” doing  “mummy jobs”. There was little understanding or interest in exploring the true benefits of offering flexible working and how these arrangements could be used to drive business goals and objectives.

Many employers were happy to sit on the fence, wondering will this “new fad” take off, while simultaneously, employees were embracing flexible working arrangements and actively seeking out employers who could offer them a better work/life balance.  It’s pretty clear by now that flexible working is no fad, it’s a trend that is set to continue, with many countries now legislating for it.  If you are still sitting on the fence, it’s time to jump off and get on board. If it is introduced as part of your overall business strategy it can make a major contribution to your business and in turn your bottom line.

Flexible Working

Types of flexible working arrangements

First off, let’s look at the many types of flexible working arrangements. As every organization is different, a wealth of options has emerged over the years. We have set out below some of the most popular arrangements. 

  • Part-time: Working less than the normal hours, less hours in a day or less days in a week.
  • Flexitime: Also known as flexi-time, flex time, flex scheduling or the implementation of a flexi system.   Generally includes core working hours that must be worked by employees, as well as flexible working hours where employees can come and go as they please.
  • Annualized hours: Employee hours are worked out over a year rather than a week/month. Employees have to work a certain number of hours over the year but they have some flexibility about when they work.
  • Compressed hours: Employees work agreed hours over fewer days.  
  • Staggered hours: Different starting, break and finishing times for employees in the same workplace.
  • Job sharing: Sharing a job designed for one person with someone else.
  • Remote Working: Telecommuting, working from home, virtual.

With such a wide range of options available it’s possible to find an option that can meet both your employees’ needs and your business goals and objectives.

The Rise of Flexible Working

In recent years we have seen a huge increase in the use of flexible working due to improvements in communications and information technology.  Employees don't necessarily need to be in their office every day of the working week. People can now work from home on a regular basis whilst remaining in touch with the office.  Furthermore, there is an increased demand for flexible working with employees seeking flexibility over both their time and space. They do not want fixed hours, but instead prefer to choose the hours they work. For many young workers, flexible working is now considered the norm rather than the exception.  

At the same time, organizations’ demand for flexible working has also increased. With businesses now having to meet the 24/7 customer need for their services, there is a demand for flexible working. The recession has drastically changed the nature of work, reducing the number of full-time jobs and causing many organizations to rely on part-time and temporary staff, assigning them to flexible working schedules. Some have sought to optimise the use of organizational resources such as office space, computers and desks through shift work and working from home.

Benefits of Flexible Working Arrangements

Leading organizations have come to realise that there are solid grounds and very tangible benefits to offering flexible working arrangements. I have set out below some of the frequent business and financial benefits cited by organizations.

Business benefits

  • Enhances recruitment and retention.
  • Increases staff motivation by providing a greater sense of control.
  • Reduces stress, fatigue and unfocussed employees, through the ability to better balance work and personal responsibilities.
  • Increases employee satisfaction and morale.
  • Improves commitment and productivity resulting from support for personal work style preferences.
  • Reduces absences and tardiness.
  • Improves coverage and scheduling for the department.
  • Improves transportation and parking options.
  • Uninterrupted time for creative, repetitive, or highly detailed work.
  • Better customer service, ability to offer extended time and days.
  • Improves health and wellness for employees.
  • Positive company culture, good for the public image of the organization.

 

 

Financial benefits

  • Helps retain staff and cuts down on training costs and costs associated with the settling in period for new employees.
  • Reduces overheads – it may be possible in some instances to double up on facilities e.g. desk sharing etc.
  • Allows employers to extend service hours, reducing the need for overtime.
  • Working hours can be matched with peaks and troughs of the business to maximise productivity and cut costs.
  • Inexpensive benefit to implement and automated solutions provide a quick return on investment.
  • Reduces costs in relation to absenteeism, sick leave and tardiness.
  • Reduces employee turnover and recruitment costs.
  • Potential for more office space options and reduced real estate costs.
  • Improves scheduling for peak periods and reduces costs by scheduling in line with business demand.

 

 

 

How to use flexible working arrangements strategically

As every business is different, simply knowing the benefits is not enough. In order for each business to achieve their unique business goals, it’s essential to plan how they will use flexibility strategically and deliberately within their overall business purpose and objectives. Flexible working needs to have a clear, coordinated and widely understood goal behind it, otherwise it will be merely a programme or policy that sounds good, but hasn't permeated its way into the day to day business.  This requires dedicating time and resources to figure this out and come up with a coordinated cultural change process. A process that clearly defines your unique business rationale, for greater flexibility in your organization’s working arrangements.

Introducing Flexible Working Arrangements

Flexible working will not work for all roles, companies or activities therefore your strategy needs to be driven by the unique structure of your organization.  If used properly it can lead to positive and profitable outcomes for your business including:

  • Cost Savings - Businesses that recognise work is a resource rather than a place you go to are already making savings by adopting flexible working practices.
  • Increased productivity and performance - By creating an environment where employees have higher levels of satisfaction and motivation, productivity also increases, which has a positive impact on the bottom line.
  • Attracting and retaining a talented workforce - In order to continue to attract, retain and develop talent, businesses need to understand what drives their workforce. Modern workers are increasingly expecting more when it comes to balancing work and family life.

The Future is Flexible Working

In order to attract and retain top talent, businesses need to be able to respond to employees demand for non-full-time working hours and/or flexible working time schedules that will suit their chosen lifestyles and to balance work and family life. Recent research from PwC, the London Business School and the University of Southern California reveals that what may have attracted potential employees in the past – high pay, bonus schemes and rapid promotion – is not what the millennial generation sees as key priorities today. [1] They polled over 44,000 workers born between 1980 and 1995 (the so-called Generation Y) in 18 countries about their attitudes to work, and found that this very significant portion of the workforce tended to value a sustainable work-life balance and flexibility over financial rewards. In effect, this means that the incentive of high earnings is no longer the driving force.  For employers, it indicates that a shift in attitude towards the 9 to 5 that will mean that workers may have greater loyalties to organizations that appreciate their personal commitments.

Summary

Ultimately, flexible working arrangements will need to fit into your organization’s strategic workforce plan. Considering the talent shortage in many countries and the ongoing pressure to attract more young people into the workforce, while retaining the knowledge and expertise of older workers, flexible working arrangements will be critical to your workforce strategy now and for the future.  If you are introducing a flexible working strategy you should make sure that it is given the time and thought, associated with implementing any new strategy into the organization. Planning should include members of the management team, from the top, down. If management are not convinced that flexible working can benefit the bottom line and improve competitiveness, the strategy will not work. It is a fundamental principal of flexible working that the needs of the business are met. 

We have also published a free to download White Paper on this topic that includes working case study examples. You can download via this link



[1] http://www.pwc.com/en_GX/gx/hr-management-services/pdf/pwc-nextgen-study-2013.pdf

Topics: Flexitime / Flexible Working Hours Arrangement, Flexible Working, Employee Retention

The right to request flexible working - UK Law comes in to force

Posted by Mairead Walsh on Wed, Sep 3, 2014

On the 30th June 2014, new laws came in to force in the UK around flexible working.  Every employee now has the statutory right to request flexible working after 26 weeks employment service, regardless of their caring responsibilities. Previous to this the right only applied to parents of children under the age of 17 (or 18 if the child is disabled) and certain carers. So what does this actually mean for employees and employers? 

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The legislation does not give employees the immediate 'right' to flexibility, rather it provides a right to request flexible working. Requests need to be made in writing, stating the date of the request and whether any previous application has been made and the date of that application. Employers do have the right to refuse flexible working, if they have a good business reason for doing so.

However they have an obligation to treat all requests in a ‘reasonable manner’. Examples of handling requests in a reasonable manner include; assessing the advantages and disadvantages of the application, holding a meeting to discuss the request with the employee and offering an appeal process. If an employer doesn’t handle a request in a reasonable manner, the employee can take them to an employment tribunal.

Eligible employees can request a change in working hours, working time or working location. This includes a wide range of working patterns such as job sharing, working from home, part-time working, compressed hours and flexitime. 

While some employers may be wary of this new law and flexible working in general, it should be noted that it has been proven, that flexible working brings many benefits to an organisation including better retention rates, reduced costs and improved productivity. Furthermore the Millennial generation (those born between 1980 and 1995) have actually come to expect such flexibility.  So as an employer, if you are looking to attract talent from this group, you will need to have a flexible working strategy in place.  

The so called traditional 9 to 5 or eight hour working day actually originated out of necessity during the Industrial Revolution in Britain in the 1800s. So much has changed since then in terms of how, when and where we do business, it undoubtedly makes sense to move on from something that was created over 200 years ago.

If you would like to find out more about implementing flexible working, including practical advice and tips, you are very welcome to download our free white paper -Could Flexible Working work in your organisation. 

In this paper, we examine the pros and cons of introducing flexible working. We tell it straight, based on 20 years' experience in this area, so that you can make an informed decision on whether or not it is right for your department or organisation.

 

Topics: Flexible Working, Employee Retention, Motivation, Work-Life Balance

Don't Forget National Employee Appreciation Day - Friday 7th March!

Posted by Mairead Walsh on Wed, Mar 5, 2014

This Friday is National Employee Appreciation Day. If you are not familiar with the annual worldwide event, it has been going since 1995 and was set up to recognise and honour hard working employees.  The event encourages managers of all levels to support and reward their employees, and to show their appreciation.

Appreciation from the boss can be a great morale booster and welcome motivator.

So now we all know what it is, what's the best way to celebrate? We've pulled together ten of the most popular activities used by companies to recognise their employees.

  1. Hold an awards ceremony
  2. Free Food - Breakfast, Lunch, Pizza...
  3. Cakes/Chocolates for all
  4. Organise a fun group activity
  5. Happy hour in the local pub
  6. Time off for all
  7. Throw an appreciation party
  8. Give a gift card
  9. Offer a flexible schedule for the day
  10. Say "Thanks" personally or with a handwritten note.

 

 

Employees

 

Happy National Employee Appreciation Day! Let us know how you celebrate this year...

Topics: Flexible Working, Employee Retention, Motivation, Work-Life Balance

How to keep Generation Y engaged in 2014

Posted by Mairead Walsh on Tue, Jan 7, 2014

First there was talk about Baby Boomers, then we heard about Generation X and today’s conversation is focused firmly aound Generation Y.  So who are this generation and why is it going to be so important to keep them engaged in the workplace now and in the future?

Generation Y generally refers to people who were born between the late 70s and 80s although the group is sometimes expanded to include all those born between the late 70s and 2000. When it comes to defining a generation, the boundaries are quite loose.  The point is, Generation Y are now all grown up and are set to become a significant force within the workplace and keeping them engaged could be key to your company's success or otherwise. 

Certain traits have emerged that are distinguishing this generation from previous generations. One of the most significant differences between generation X and Y cited, is that  generation X are often seen as the “abandoned generation” or "latch-key kids" due to the fact that they were raised at a time when both parents had to work so they had to fend for themselves.

Generation Y, on the other hand, are often considered to be the most parented generation in history. They are also the largest generation of youth in history being three times larger than Generation X.  Generation Y includes terms such as Millennials, the Net Generation and the Trophy Generation (due to the tendency for kids in this demographic to get trophies from activities regardless of their actual achievement levels!)

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Generation Y are idealistic, digitally-enabled, social and ambitious and research tells us they are likely to have a distinct set of characteristics and expectations from their managers.  The implications are that the management styles that may have worked for previous generations may not have the same impact or motivation factor for this generation.  

Due to the endless positive feedback bestowed on generation Y kids from their parents, the young adults of this generation tend to be extremely confident. They tend to enter the workforce with high expectations both for themselves and for their employers. They have higher salary expectations and unlike previous generations, they don’t overly fear losing their job, as they have had the luxury of bouncing from one job to another until they found one that suits. This lack of fear tends to make them more outspoken and less afraid of the boss than previous generations.

This generation is likely to "work to live" rather than "live to work". Working assists them to do the things they really want to do. They would rather an interesting job for less money that allows them plenty of time out of the office (or working at home/flexible working) rather than putting in 12-hour days for a six-figure salary. In summary they want engaging work with opportunity for change and growth. Both on a personal and professional level.  They expect instant feedback at work, in the same way they receive feedback in their personal lives via text messages or "likes" on Facebook.  They want work to be an enjoyable experience and if this experience can include working with their friends in a casual and fun environment – even better!

So if you are looking to engage this generation consider the following motivation and retention strategies for 2014...

  • Share the company vision – This generation will look for meaning and by explaining your company vision you will give them a clearer sense of purpose.
  • Give encouragement and regular feedback – honest supportive feedback will go a long way; they have received this from a young age and continue to receive it via Facebook etc.
  • Coach rather than manage – Generation Y need to feel they are learning, and they especially appreciate being coached.
  • Offer more flexibility – Work life balance ranks high on their agenda. To Generation Y-ers, a 9-5 shift can seem like a prison sentence!
  • Stretch the comfort Zone - Generation Y people welcome new challenges.  
  • Provide education and professional development - Facilitating their continuing education and hobbies will go a long way towards keeping them happy and engaged
  • Promote team cohesiveness and social interaction - Team loyalty is a key tool for motivating and retaining Generation Y members who enjoy working in a team environment.
  • Give time for personal projects – Offer time to work on personal projects as this keeps them engaged and can also boost innovation within your business.
  • Set multiple tasks and goals in a structured way - They are excellent multi-taskers and enjoy variety at work.
  • Allow time for social causes – Generation Y feel responsible for making a difference in the world and like to give back via volunteering, supporting charities etc. Support them by allowing some flexibility in their hours to facilitate. It's good for them, it's good for your business and it's good for the world in general :)

Topics: Flexitime / Flexible Working Hours Arrangement, Flexible Working, Employee Retention, Jobs, Motivation, Work-Life Balance, Performance, Working From Home, Generation Y

New Research Paper: What Makes Employees Tick - Time or Money?

Posted by Mairead Walsh on Tue, Oct 22, 2013

Which would you prefer - more time or more money? Do live to work or work to live...? 

During the summer, I was at a conference and one the sessions that really stuck with me was delivered by Elizabeth Dunne, who is a US Author and "Happiness Researcher". In her session she spoke about what makes people happy. According to her research we regret not doing things in life much more than we regret not purchasing a material object. Experiences apparently bring more happiness and we essentially live by our experiential CV. We like to talk about things we have done rather than how much we have made...which leads me back to my original question - Which would you prefer - more time or more money?

I guess everyone is different and a lot can depend on where you are in your life. For example your career, marital status, family, dependents etc. etc. That said we wanted to delve further into this question and do some research to find out the general consensus. 

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Therefore we commissioned the largest global network of HR professionals, HR.com to conduct a survey on our behalf. The survey was essentially about finding out what would employees prefer - A 5 per cent pay increase or a flexible work schedule, so they could have more time to do the things they wanted to do in life.  We also looked at their overall satisfaction rating with work and if flexible working was available to them. 

Amongst other measurable data, the conclusion drew

  • 66.5% of employees would prefer flexible working and 33.5% would prefer a 5% pay increase
  • 30% of workers said they were on some kind of flexible work schedule
  • 69.4% are satisfied with their work environment
  • 93% said they would like flexible working but surprisingly only 53% per cent reported that their employer currently gives the option

Overall the paper makes quite interesting reading and is available for free to download.

Download Paper

Topics: Flexible Working, Employee Retention, Motivation