by Kate Evert | Jul 25, 2018 | Compensation, Human Capital, Productivity, Work Place
In a recent New York Times article, Charlotte Graham-McLay shares that a New Zealand firm reduced its workweek to 32 hours, while still paying employees for 40 hours. The trial was such a success that the firm is planning on making the change permanent. The firm found that workers wasted less time and increased their productivity while at work.
“Jarrod Haar, a human resources professor at Auckland University of Technology said employees reported a 24 percent improvement in their work-life, and came back to work energized after their days off.”
Aside from company productivity, Andrew Barnes, the firm’s founder, believes the change in hours could also offer economical and environmental implications if more companies embraced a similar approach.
This isn’t a solution for all companies, but an inspiration to innovate. What was it about this schedule that led to this workforce increasing their productivity? What changes could your company make to increase its productivity? Read More Here
by Kate Evert | Jul 19, 2018 | Human Capital, Productivity, Work Place
Our third entry that draws inspiration from this year’s travels is a video from the BBC Idea’s Habits of the Highly Successful video series. I probably would have missed this video if I were in the US, but one of the many perks of traveling is being exposed to different new stories. In this three-minute video, “Why You Should Always Wear Trainers to Work,” Justine Roberts, founder of the website for parents, Mumsnet, shares four important tips to help you make the best of your career.
Roberts’ advice is a great reminder for daily lives and careers. One of her insights applies not only in the office, but especially when traveling. When talking about running your own business, Roberts says, “It’s almost impossible to fit in everything you want to,” and the same is true of travel. You have to be willing to appreciate the fact that nothing is perfect, and sometimes you have to be willing to “embrace the chaos” around you. Read More Here
p.s. her advice ties in with an article we shared about what do women wear in a casual work environment. Read More Here
by Kate Evert | Apr 17, 2018 | Compensation, Diversity, Equity, Inclusion, Human Capital, Work Place
If you haven’t seen our latest post, Read More Here, we highlighted a recent study about the earnings gap that some working mothers experience after the birth of a child. The study’s findings suggest that depending on the arrival of that first child, some women’s earnings will never recover. We happen to think that a great deal of these mothers chose alternate paths, and paths that often benefit other parents looking for flexibility. If you’re in Virginia, check out this new company, Play, Work, or Dash. Their co-working space offers more than just a space to work. They’re branching out and offering childcare services. A future trend we might see more of? We sure hope so. Another idea we wish we had thought of first. Read More Here.
by Kate Evert | Apr 12, 2018 | Compensation, Diversity, Equity, Inclusion, Salary Budgets, Wage Increases, Work Place
I had no hesitation about becoming a working mother. But reading this article brought back a memory that I must have blocked – until now.
Just about 21 years ago, when awaiting the birth of our first child, I encountered a female partner at the elevator bank. Now given that the Partner-in-Charge of our National group practice was a mother, the Partner-in-Charge of our Chicago practice was a mother, and I had two supportive bosses who were both fathers, I was not unduly worried about becoming a working mother.
Imagine my surprise when this female partner asked me how was I going to “manage coming back to work” after the birth of my child? I thought it was the oddest of questions to ask in our practice area, but despite my surprise, answered her anyway. So imagine my shock when she responded, “Well I sure hope your husband makes a lot of money; that will be expensive.” Now given that we worked in Global Human Resources Solutions, this response was so wrong on so many levels. But even way back in 1997, I found the notion that my career plans were going to be entirely dependent on the earning power of my husband completely absurd.
Sadly, this article shows that perhaps that notion wasn’t so absurd. Our daughter turns 21 this month. I just hope and pray that this notion changes in time for her. Read More Here
by Kate Evert | Aug 24, 2017 | Productivity, Work Place
There are many people that find it hard to get in a work groove during the summer; this can be even harder if you work remotely. But the second that September comes along, there seems to be a “back to school” mentality that grabs everyone, even if they are not in school!
Here is a great piece we ran across about how remote workers can hunker down and be more productive, but they apply to lots of us! I really like #11, the Fitbit reminders, so that I take my eyes off of the spreadsheet and go get a few steps in … and often this little walk is enough to help me solve that issue I’ve been turning over and over in my head. One of my colleagues swears by #6, #8 is a non-starter with my allergies, and along the lines of #2, I just found some inspiring filing products made by Semikolon!
Read More Here
by Kate Evert | Jul 18, 2017 | Work Place
In a poll conducted for The New York Times, nearly two-thirds polled say people should take extra caution around members of the opposite sex at work. Some people avoid individual interactions with the opposite sex for ethical or religious reasons, but many fear sexual harassment, or being accused of it. Unfortunately, “organizations are so concerned with their legal liabilities, nobody’s really focused on how to reduce harassment and at the same time teach men and women to have working relationships with the opposite sex,” said Kim Elsesser, author of “Sex and the Office: Women, Men and the Sex Partition That’s Dividing the Workplace.” In fact, when men avoid one-on-one interactions with women, research shows it puts women at a disadvantage, even stalling professional growth. Establishing protocols and using caution can be good, but men and women need to figure out how to work together.
My first reaction to the results of this poll: I was sad. So I sat back and reflected on it for quite some time. Of course I would really like to know more about the questions and data collection, knowing that statistics can be skewed by those selected for polling, the sequence in which the questions are asked, etc.
I do NOT want to minimize or discredit anyone’s response. I believe that those responding did so truthfully and based on their own experiences. I am sad that their interactions and experiences have led them to feel this way. I really worry that these responses and the resulting articles could influence young professionals of any gender and prevent them from gaining access, experience, and mentoring that could make all the difference to their professional development.
But in the end, after all my reflection, I am left with an overwhelming sense of gratitude. It starts with the vast majority of male students and male teachers I encountered when I was one of a handful of girls who integrated an all boy’s high school nearly 40 years ago. It continued not only with male classmates and professors in college, but in graduate school as well. When I did encounter harassment in the workplace, how ironic that it was in an open office setting; even without walls, words can create a hostile environment and demean someone based on their gender.
Often, traveling for work required many dinners with male clients or co-workers. I have tried to recall even one incident where someone hinted or made an inappropriate suggestion. I cannot. I wouldn’t be the professional I am today without having spent some very long hours, on some very complicated projects, well after 5.00 o’clock, without some amazing mentors and colleagues, many of whom were men. I thank them: for imparting knowledge, instilling trust, and suggesting nothing else. Read More Here
