1. Sharon Brognia | NAEN March 13, 2019
Work-life integration benefits: Key tools for employee attraction, retention and wellbeing
Sharon Brognia | NAEN March 13, 2019

2. Agenda Current State Impact of Technology Current Challenge
Generational Differences
Promoting Healthy Work-Life Integration
Sharing the Value Proposition
Best Practices/Inventory

3. Current Environment School Personnel Aging workforce
High number of retirees
High number of “new talent”
Shrinking/non existent candidate pool
Multi-generational workforce
Difficult social/world environment – safety concerns
Limited budgets
CBAs that have been adapted from prior generations
Largely unflexible “work at home” environment
Access/requirement to use technology

4. Impact of Technology
The “New Normal: Can anyone relate?

5. Impact of Technology Stretching the traditional work day…..
No logging out!
Brings flexibility….. And stress!
65% of US employees identify work as top stressor
Long hours = family conflict
When considering a new role, 53% say that a role that will allow them greater balance and better personal wellbeing is critical
Helps keep work moving along (good for “business”); but…..
May bring compensation/contract/pay issues

6. So… The question becomes…
So… The question becomes…. In this current environment: How do we attract new hires? How do we keep our staff engaged and “career healthy”?

7. Generational Differences
Each employee has a unique take on what work-life integration should be.
Traits:
Idealistic, competitive, results driven, sacrifice for employer, may be facing health issues or caring for others
Independent, expect and embrace change, less committed to employer, work-life balance is important
Tech savvy, confident, achievement oriented, multi-tasking, desire flexibility

8. Generational Differences
Needs/Desires
Training
Flexibility – part time work
Mentor opportunities to share expertise
Flexible work environment
Paid Family Leave
Paid Vacation time
Paid time off
Opportunities for advancement and international travel
Technology access
Be part of a team

9. Healthy Work-Life Integration
Options that Cross Multiple Generations
Financial Wellbeing Opportunities
Tuition reimbursement or student loan assistance
Refinancing, transfer of other incentive to pay loans
Money management skill training/resources
Basic Budgeting, Investing, Health Savings Accounts
Retirement readiness and planning
Retiree healthcare,
Health insurance consumerism and advocacy services
Decision support, Health Savings Account education

10. Healthy Work-Life Integration
Options that Cross Multiple Generations
Community Engagement Opportunities
Paid time off for volunteering
Charitable giving tied to staff interests
Organized volunteer activities
Social Wellbeing Initiatives
Mentoring programs
Recognition program
Training and development opportunities
Onboarding – 1st year of employment support
Encouragement and accommodation for support groups
Employee Assistance Programs and Confidential Counseling

11. Healthy Work-Life Integration
Options that Cross Multiple Generations
Wellbeing Programs, Quiet Space
Facilitated by diverse committees of staff
Offer multiple opportunities to engage/variety of communication techniques
May include policies that encourage healthy behaviors at work
Look beyond traditional fitness/nutrition/biometrics

12. Sharing the Value Proposition
Take inventory of what you offer!
Clear, consistent communications and education of existing staff
Share it during the interview process – set expectations and make benefits clear
Use it to earn brand recognition as a “destination employer”

13. Best Practice Sharing
Notes:

14. “Inventory” Brainstorm Worksheet
What are we already doing?
Flexible Work Arrangements
Vacation/Time Off
Financial Wellness
Community Engagement
Social Wellbeing
Wellbeing Programs/Space

15. Thank you!
Sharon Brognia