Custom-Fit Workplace Blog Carnival: Discussion on Best Practices that are a Win-Win for Employers and Employees
Posted August 31st, 2010 by Joan Blades and Nanette Fondas**Scroll down to the comments section to see the conversation from our 9/2/2010 evening blog chat. And of course, you can still join the conversation by asking questions and typing your comments in the comment box. Hit “Submit Comment” and join our Q&A!**
Have you been there? Frustrated that it’s nearly impossible to excel at work (and home!) because the structure of your workplace doesn’t fit your life?
Too many of us are banging our heads against the wall these days.
Despite the workplace crunch that many of us face, there’s good news. An increasing body of research shows that flexible, custom-fit workplace practices help people excel both at work and at home, while also helping businesses boost the bottom line.
To get the word out about this new research, as well as to fan the fire of a national conversation on the topic, MomsRising co-founder, Joan Blades, and Nanette Fondas, MomsRising executive blog editor, have written a new book called The Custom-Fit Workplace. In coordination with the publication of the book, today MomsRising is launching our blog carnival to highlight posts and articles from around the Web that describe the many ways businesses can make a shift toward maximizing productivity and make everyone’s lives better.
Good workplace practices will help America become a family-friendly nation, while improving employer bottom lines and efficiency. And we need them! Our public policies are stuck in the 1950s, despite the fact that we have a modern labor force now that’s 50% women. But discrimination against mothers is also cultural. Even though study after study has shown that mothers are great workers, most individual workplaces and businesses fail to meet the needs of families in how work itself is structured.
This blog carnival kicks off a national social media discussion about rethinking work, workplace practices and structures, and how families, workers and employers can thrive in the changing work worlds of the 21st century. Check out the links below and leave your thoughts in the comments below! We look forward to hearing from you.
Why “Fit” Matters and Makes a Big, Meaningful Difference, Cali Williams Yost
The Dignity of Work: Transforming the One-Size-Fits-All Workhouse into a Custom-Fit Workplace, Robert Fuller
Start Up A Conversation in Your Community!, Jessica Glenn
Back To Work? Not So Fast…, John de Graaf
Unions and the Four Hour Work Week, Jenya Cassidy
Organizational flexibility fosters employee creativity and commitment, Gabriela Melano, Ed.D
Help Create A Babies-At-Work World, Carla Moquin
At Last: A Win-Win for Employers and Employees, Barbara Miller
U.S. Women’s Chamber of Commerce: Understanding the Needs of Working Women and Their Families, Andrea Lindemann
Not All Moms Want to Work Less, Laura Vanderkam
How to Avoid the No.1 Cause of “Death” in Your Organization- the Death of Motivation, Ian Blei
But That’s Impossible!, Joan C. Williams
Work Life Policy: Pipedream or Practical?, Judy Martin
We’re Not Asking For The Moon, Chrysula Winegar
The Best-Kept Secret?, Sue Bingham
Does Flex Time Lead to Better Health?, New York Times blogs, Tara Parker-Pope
Building a Flexible Workplace, Catalyst.org writing at WomensMedia.com
Obamas tout benefits of a flexible workplace, Washington Post, Joe Davidson
The advantages of having a flexible workplace, The Times (UK), Alison Maitland
A flexible workplace is a happier, healthier workplace, Huffington Post, Annie Toro
Making My Job Work For Me, Working Moms Against, Guilt, Cara
Telecommuting During Tough Times, New York Times Motherlode blog
Benefits of Virtual Employees, Newborn Rodeo
Unravelling the myths of job sharing, Management Issues, Nic Paton
Study: The Unexpected Benefits of Telecommuting, Bnet.com, Dave Johnson
The Benefits of Working from Home, WorkAwesome.com, Ana da Silva
Bringing Your Baby to Work, New York Times Motherlode blog, Lisa Belkin
Jailed for Taking Kids to Jury Duty, New York Times Motherlode blog, Lisa Belkin
Bringing Babies to Work, Time.com, Tiffany Sharples
Parents Discover Babies in the Workplace Gaining Acceptance, Workforce.com, Jessica Marquez
Day care’s new frontier: Your baby at your desk, USA Today, Stephanie Armour
Bringing Up Baby at Work – Babies in the Workplace, Women Issues (About.com), Linda Lowen
The Not-for-Profit Lane, A Guide to Changing Lanes, Jane Jelenko
Mommy-Tracking at Goldman Sachs: A Disconnect Between Expectations and Reality, The Mama Bee
Growing Industry Helps Moms Relaunch Careers, Alternet, Kara Alaimo
One-Third of Women Fleeing the Workforce, Forbes, Jenna Goudreau
Results Oriented Work Environment (ROWE) in the US Capitol, Your (Wo)man in Washington
Smashing the Clock, BusinessWeek, Michelle Conlin
Best Buy’s Results Oriented Work Environment, a Workplace Revolution in the Making, Don Loper
Flexible Work in a Recession, New York Times Motherlode blog, Lisa Belkin
Read His Lips: Workplace Flex Not A Women’s Issue, Women and Work, Morra Aarons-Mele
38 Comments
September 2, 2010 at 9:33 pm by Joan BladesGreat suggested reading! Research is always good. As for what is ok and too dangerous to ask. After you’ve done your research you’ll have a better sense of what is too dangerous to ask. Also, you will make that judgment in part based upon how much you want the job at hand. Also we are hoping to create some real movement in work culture so this is easier for everyone!
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September 2, 2010 at 9:25 pm by AnitaHi Joan and Nanette,
I noticed this comment on the post Work-Life Policy:Pipedream or Practical?”
“It IS possible, you have to be at the right company. You can see what it is like to work at a company at http://www.cubecheck.com”
It got me thinking: There are lots of websites with reviews of companies. What kind of research can/should job seekers do ahead of time? And then at the interview, what’s ok to ask? What’s too dangerous?
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Reidy Reply:
September 2nd, 2010 at 10:15 pm
@Anita,
I think it’s a *lot* easier to negotiate worklife balance in a job that you already have– you’ve proved your reliability, and your company already has an investment in you.
But I think that there are “tells” you can discover when interviewing at a new company that will let you know if they would be open to flexible work arrangements. Would the work be client-facing? (Maybe less flexibility there, but you might wiggle a work-from-home day.) Would your team be in-office, or spread across different time zones? (If other people are telecommuting, you probably can too– and it might be a bonus to your company to have you available at non-standard hours.) Do people tend to work exactly 9-5, or are the hours a bit more fluid? (The first might suggest a company that leaves it’s work in the office– which can be great. The second might suggest a company who won’t care if you come in late after the school bus picks up the kids.)
I didn’t add this article to the blog carnival, because it’s a little older, but I think it addresses some of these issues: Finding Work-Life Balance in an Off-Balance Economy– http://www.altdotlife.com/forum/index.php?page=3
- Reidy
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Nanette Fondas Reply:
September 2nd, 2010 at 10:19 pm
@Reidy,
Thanks, great article.
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Anita Reply:
September 2nd, 2010 at 10:21 pm
@Reidy, I love the way you describe them as “tells.” Very helpful insights! And thanks so much for the link to that article- it’s great.
Much appreciated!
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New Moms often do well using the data affirming that flexibility or virtual work improve employer’s bottom line. Suggesting a return to work that makes sense for you and the employer is key. Also some types of jobs are great for the babies at work programs.
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September 2, 2010 at 9:14 pm by Elisa BatistaHi Joan! Hi Nanette!
I have started reading The Custom-Fit Workplace and it is a delight. Congratulations! Also, kudos to you for tackling this topic, in out of all times, a recession. What would you say to the employee who is afraid to ask for flexibility, especially during this time?
Many men in my family work in manufacturing in an industry that has been hammered. They feel like they have to get what they can get, even if their hours are punishing. Again, I would love to get your feedback on workers in these fields.
Thank you!
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Anonymous Reply:
September 2nd, 2010 at 9:26 pm
@Elisa Batista, Hi Elisa, Nanette Fondas here.
During a recession, like the one we are experiencing now, it’s understandable that people are cautious about asking for flexibility or any extra benefits. Employers need to realize, however, that investing in human capital is a smart, strategic move. It may be easier for large businesses to understand and do this than small ones right now. But small mom and pop shops understand the importance of not losing key employees too over something that can be worked out, like a person’s schedule. People need to gauge their boss’s receptivity and openness to a new work-life arrangement and be sensible in a recession.
With this book we are trying to encourage culture change and get leaders to embrace these ideas so it’s not so difficult for an employee to ask and so policies already exist.
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Anonymous Reply:
September 2nd, 2010 at 9:47 pm
@Elisa Batista,
Hi Elisa;
Adding on to Nanette’s comment. I’ve seen what I think is ideal manufacturing management. It is not the norm yet but should be. Performance Workplaces are based upon trusting and empowering all workers. Productivity rises, turn over plummets – it is a fabulous win/win for workers and employers.
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Hello! What are your top tips for new moms to use for negotiating flexible work options?
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Elisa Batista Reply:
September 2nd, 2010 at 9:25 pm
@Kristin, I hate to butt in, but I just read a wonderful column in the book (p. 54) addressing this. Two things stood out as a good idea: putting all requests for flextime in writing, focusing on how the work will be completed and how it will benefit the company. Also, suggesting a trial period for the new arrangement. I wish I had thought of this when I first made this request at my former company, a newsroom. They didn’t let me work from home because then they would have to let all other employees work from home. All I wanted was one day a week. I wonder if they would have tried it if I had suggested a trial period, and actually presented it in writing?
Anyways, it seems like a good idea.
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Nanette Fondas Reply:
September 2nd, 2010 at 9:37 pm
@Elisa Batista,
Hi Elisa,
Yes, I do think that a trial period is sensible because it gives the boss the opportunity to say “this is not working.” Or if the employee wows him or her with productivity, then the practice can spread.
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Anonymous Reply:
September 2nd, 2010 at 9:57 pm
@Kristin,
New Moms often do well using the data affirming that flexibility or virtual work improve employer’s bottom line. Suggesting a return to work that makes sense for you and the employer is key. Also some types of jobs are great for the babies at work programs
Read more: http://www.momsrising.org/blog/custom-fit-workplace-blog-carnival-discussion-on-best-practices-that-are-a-win-win-for-employers-and-employees/comment-page-1/#comments#ixzz0yQZQjm1N
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Hi
I’m Joan Blades, and looking forward to our discussion about custom-fit work practices tonight!
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September 2, 2010 at 7:28 pm by NanetteLooking forward to the blog conversation tonight!
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September 2, 2010 at 5:07 pm by AngelikaWhen I was pregnant with my first child my employer was very proud of being pro-family and making allowances. For example, I was told to do whatever I needed to do, like go to the doctor. It was great until I started having complications. In my case a 2.5 week stint in hospital for prenatal depression. Things went bad from there (Full story at http://www.fightpregnancydiscrimination.org).
I have since heard from numerous mothers that their employers are very supportive, until something goes wrong.
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September 1, 2010 at 3:19 pm by ScatxThis is GREAT! Thank you so much. I wrote about the phenomenon that companies who try to make their companies more “mother friendly” end up making the company better for ALL their employers. It is something I think about often and am looking forward to reading through these links. Cheers!
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Anita Reply:
September 1st, 2010 at 6:37 pm
@Scatx- Thanks for sharing the link to your thoughtful post. I enjoyed reading it.
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Can I propose all these to my employer??? Will they listen. What good is all this blogging about it if none of the employers are following suit?
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Joan Blades Reply:
September 1st, 2010 at 1:41 pm
@Jutaka, Great questions. We’ve compiled all sorts of studies and data at http://customfitworkplace.org/ so that employers and folks talking to their managers can underscore just how good these policies are for everyone. So yes, propose work practices that fit the type of work you are doing and be sure to focus on how good they are going to be for your employer. Then please let us know how it goes. When we share our stories we contribute to this transformation of our work culture!
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