1. Welcome to “Making the Flexible Workplace Work” Presenters: Diane Hessan, President/CEO, Communispace Karen Oman, Founder, Certes Financial Pros Moderator: Diane Stoneman, Director of Consulting & Training, Winning Workplaces © 2007 Winning Workplaces. May not be reproduced or distributed without expressed written permission of Winning Workplaces.

2. Founded in 2001 by co-owners of Fel-Pro, an automotive manufacturer nationally recognized as a leader for their progressive workplace practices Nonprofit committed to helping small/midsize organizations build healthy, collaborative and productive work environments The “triple bottom line” – Business, People, and Community

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4. 2007 Winners profiled on WSJ.com/Entrepreneur Top Small Workplace Report available soon on WinningWorkplaces.org Seeking nominations for Top Small Workplaces 2008 on WinningWorkplaces.org Top Small Workplaces Recognition Program

5. “Making the Flexible Workplace Work” Agenda Perspectives from 2 companies Impact on management and business The pitfalls to avoid Tips for successful implementation Lessons learned Questions

6. Why Employees Care about Flex Options Scarce time Work overload Stress Achieving work-life balance Care giving for family members Shifting values and priorities

7. Type of Flex Options Flexibility in scheduling of hours Flexibility in amount of hours worked Flexibility in the place of work Flexibility for extended time off

8. Scheduling of Hours Flex time Compressed work weeks (occasionally or permanently) Control over scheduling for shifts and breaks

9. The Amount of Hours Worked Part time - Ability to move from full-time to pt-time while remaining in same position or level Job sharing

10. Flexibility in the Place of Work Work at home (occasionally or regularly) Satellite location

11. Flexibility - Extended Time Off Return to work gradually - childbirth/adoption Time off for personal/family needs w/out loss of pay loss Sabbaticals paid/unpaid and return to comparable job

12. Business Experience with Flexibility 1 in 4 wage/salary workers indicate they can work a flex schedule: only 1 in 10 are enrolled in formal program US Dept. of Labor Small employers significantly more likely to offer flexibility to employees 2004 National Study of Employers Families and Work Institute Flex starts out as pilots; after success comes expansion Corporate Voices, Workforce Management

13. Business Experience with Flexibility Employees with flex arrangements tend to be more satisfied and more willing to work hard to help the business succeed Helps recruit and retain valuable employees The Business Case for Flex (2003) HR Focus

14. Diane Hessan, President & CEO Communispace Corp. Among fastest growing social networking companies in the country Winning Workplaces/Fortune Small Business Best Boss in 2005 2007 Technology Leadership Award 2007 Women’s Business Boston Hall of Fame Award for Entrepreneur of the Year

15. Karen Oman, Founder Certes Financial Pros Founded 1994, specializing in placing high level financial professionals in contract, temp-to- perm & permanent placement roles 2007 MN Best Places to Work 2007 Work-Life Champion Award 2006 Work-Life Advocate Award

17. About Communispace Build Online Communities: help corporations listen to and engage their customers Venture-backed, since 1999 Growth doubling ever year Headquartered in Boston area with 8 field offices (including Europe)

18. About Communispace 70 clients: large corporations Recruiting key to our future growth

19. Communispace Values At Communispace, our success is dependent upon the collective passion and talent of all of our employees. We strive to create an environment in which people are motivated to reach their highest potential and to do exceptional work. Core values Client Dedication Adventure Excellence Ownership Integrity Respect Energy

20. Elements of Flexibility 15% employees work less than 5 days/wk No punching the clock Pick your 50 hours/week, as long as you meet the requirements of your teams Special days off

21. Lessons Learned Scarce resource is our energy – not our time Must be flexible if you have high recruiting needs

22. Lessons Learned People want control over their time Flex time is not just for “moms”

23. Lessons Learned Flex time doesn’t mean “less time” Must have great HR policies to ensure fairness

24. Lessons Learned Design something that is “in synch” with your customer requirements Flex time can be a competitive advantage

26. Certes Financial Pros Founded in 1994 with two employees 200 employees in 2007 Rapid growth, 50% compounded growth since inception Financial professionals serving financial professionals Our Headquarters’ Team

27. Certes Financial Pros Mission We create a welcoming environment, which allows our employees to express their true needs By meeting those needs, we will attract and retain the best employees By having the best employees, we can provide the best quality to our clients We practice integrity, honesty, and respect in all our dealings Our goal is to be a bridge to a better life for the financial community – clients and employees alike “Great Employees = Great Value to Clients”

28. Certes Financial Pros Golden Rule “Treat Others As You Would Want To Be Treated”… Works in Business Too!

29. Work-Life Balance with Certes Flex Hours Practiced by all 30 Part Time 5 out of 30 do this 2 heads for the price of one Extra benefits still worth it Very productive - ready to go

30. Work-Life Balance with Certes Telecommuting - 1 Day a Week Most do this one day a week Technology is cheap, it makes sense Great for bad traffic and weather days Not a problem with cell and email Meetings are held Mon & Thurs Job Sharing HR Manager was a 24 hr/week job We know job share and get the best Talent while still maintaining balance

31. Lessons Learned When starting a new flex benefit plan: Trust the employee to make it happen Give it six months In three months, you still won't be sure At six months, 90% will feel like 8 to 5

32. The Employee Rap Can I work from 10 to 6? Can I work at home one day? How 'bout 40 hours no more? Can I share my job and stay? Saying "no" is easy, It meets the status quo, But people leave to meet their needs, As every boss should know. If you choose to give an inch, There won't be that mile, And pandemonium won't ensue, If you say "yes" and smile. Instead you'll grow grand loyalty, And attract the best...it's true. And when you're in your tightest pinch, They will be there for you. And when employees' needs are met, There's sizable rewards, Performance and retention, Make big profits for the boards. By Karen Oman

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