![]() In other words, companies that use flexible work solely as a means of boosting gender diversity are missing the full picture. Flexibility is increasingly in demand by men as well it’s a trend that’s growing because of both demographic changes (millennial men are far more likely than previous generations to want flexible work options) and the shift to a gig economy. Yet to view these programs as just a gender diversity measure is to underestimate their power. Our research shows that flexible-work options-giving employees a say in when, where, and how much they work-is a key lever in retaining female employees. This inflexible and increasingly outdated approach holds companies back, and for organizations that don’t make needed changes the problem will only get worse. Just about every aspect of work has changed in the past decade or so, but one thing remains the same: companies still require that most people do most of their work at the office. Technology, Media, and Telecommunications.The following scenarios show how these options can be used to help navigate unique challenges.Īccess to Sandia’s internal web is required to view the scenarios. Talk with your manager about Sandia’s flexible work options. How can I adjust my schedule to balance family needs during the pandemic, or for other reasons? Building and Leading High Performing Remote Teamsįlexible Schedule Options to Balance Family Needs.6 Ways to Foster Inclusion Among Remote Workers.10 Tips for Successfully Managing Remote Workers.4 Essential Soft Skills for Successful Remote Work.Diversity & Inclusion: A Business Imperative (IBIS100).VAK Learning Styles Description & Self-Assessment.Panel Discussion: Building and Executing Successful External Collaborations Part Two.Panel Discussion: Building and Executing Successful External Collaborations Part One.Lessons Learned from Leading Location Diverse Teams.Tips and Traps Associated with Distance R&D Collaborations.Tips, tools and lessons learned on collaborating and innovating in telework situations. Etiquette & Conduct While Working From Home.Managing Stress While Working From Home.Training opportunities for telecommuters and managers Promoting inclusion while working remotely NextGen: touchdown spaces, FAQs, the end-to-end process to start telecommuting, and IT, health, safety, and security info to support your work from home Telecommuting and Virtual Work Tips for SuccessĬonnect with other telecommuters and virtual workers You can learn more about virtual work arrangements from your manager and through HR Solutions. Generally, there are two types of virtual work: when you are working at a customer/contract site and for personal situations. You are not readily available to report to your main work location within normal commuting times.You are working full-time from a non-primary work location, and.You may be eligible to set up a virtual work arrangement when: So be sure to plan ahead as you complete the process for submitting your request. A telecommuting arrangement can be short- or long-term for full-time, part-time, or incidental work types.Ī formal telecommuting or virtual work agreement needs to be processed by Human Resources at least two weeks prior to starting. With telecommuting, employees work from home and can commute to their main work location as needed (for example, to attend in-person meetings). From there, you will need to sign a formal agreement, which establishes the terms of your telecommuting arrangement. If you are interested, review the process and resources below, then talk with your manager. Telecommuting or virtual work can be an effective means of meeting mission needs while providing employees options that reduce commute times and environmental effects, foster work-life balance, and recognize the unique needs of individual employees. In addition to alternate work schedules, Sandians may be eligible to telecommute from home or work virtually from a remote location. ![]()
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