As Turnover Grows, Will Flexibility “Recruit and Retain”?
The webinar will begin shortly
Paul RupertPresident, Rupert & CompanyJuly 11, 2013
It All Depends…
What We’ll Cover
The Mantra: flex recruits and retains
Can flex recruit like a “tractor beam”?
The Reality: some flex retains, some doesn’t
Falling Unemployment, Growing Turnover
The Surprise: flex may be a weak recruiter
What is “sticky” flex?
How companies can upgrade for
success
The Steady Decline of
Unemployment
Falling Unemployment
Leads to…
Greater turnover among existing employees
Tighter labor markets internally
Unfilled positions internally
A renewed emphasis on recruitment and
retention
?
But are these things
really happening?
??
???
?
?
?
Has Anticipated Turnover
Arrived?
A recent survey confirms client feedback:
TLNT article: “Half of Companies Report
Higher Turnover Than Last Year”
OI Partners surveyed 153 companies re:
talent loss in an improving job market
“51 percent of those surveyed report having
higher employee turnover in 2013
compared to only 30 percent that had
higher turnover in 2012.”
Who is Most
At-Risk?The fear of further turnover is growing. Survey
respondents were concerned about:
High-potentials: 78 percent of organizations
are concerned about losing high-potential
workers
Middle managers: 63 percent are worried
about middle managers departing
Front-line workers: 51 percent are
concerned about losing employees on the
front lines
Senior executives: 43 percent are worried
about senior-level executives leaving --OI Partners
Can Flex Help Retain
and Recruit?Asked to rank retention methods, respondents listed
flex schedules & telecommuting by level:
High-potentials: 45% flex hours, schedules;
22% telecommuting (#1 in combination)
Managers: 49% flex hours, schedules (#2
priority)
Front-line workers: 31% flex
hours, schedules; 18% telecommuting
(#4 in combination)
Senior executives: 100% comp; no flex--OI Partners
ALERT:
Past
performance
does not
indicate…
Power to Recruit
or Retain
Much data: employees value “flexibility” (control over
where, when, how they work)
Offer: flextime, telework, part-time programs
Satisfaction and engagement scores can be higher
for users of flex options
But, has flex really kept and attracted people
before? And will it do so again?
Is Retention
Flex’s Sweet
Spot?
“They retain highly
valued talent”
Since “Flexible Work Arrangements”
emerged two decades ago, a central
promise has been:
This claim has been made
thousands of times.
It is based on
two core
assumptions:
Once on flex,
it’s hard to
match
elsewhere
Flex work
meets major
personal &
family needs
Is Flex Offered the Flex
Needed?
Some flex is better than none – and “some flex” is
often what’s offered
Access can be random: few options, skeptical
managers, unnecessary controls on use
Flex programs can lead to rigid solutions that
don’t allow the fluid scheduling required
Limited telecommuting, no compressed
work, punitive part-time + no hybrids = some
flex
Satisfying?
Retention?
Maybe…
Maybe not...
If
If
Is the Actual Flex
“Sticky” or not?Flex can
please, satisfy, even engage
– but it is more likely to
retain:
Other employers don’t offer
similar options
You have an arrangement you deeply
value and think you can keep
Your option is rare enough –
like pensions of old – to
prove truly “sticky”
One challenge:
with telework
growing
everywhere, will it
be sticky
anywhere?
If
Then What About
Recruitment?
Recent surveys show flexibility crowding comp
and benefits in applicants’ top 3 concerns
Comp: Salary, incentives, 401K match
Benefits: Health insurance, dental, vision
Flexibility: Comp and benefits kick in on
Day One – and flex…
We have flex, but not
as part of this offer
You can apply after 3 or 6 or 12
months
Your manager will offer options from
our menu and decide on your
proposal
Any arrangement may be terminated if you are promoted
or transferred
How strong is a
typical flex
offer?
Flexible climates can
appeal -- flex
discussions are
rarely as concrete as
comp and benefits
Retain Some, Recruit Not
So Much
The rapid spread of telecommuting as a satisfier
may reduce it’s stickiness
The increase in flexibility programs does not
translate into attraction due to entry barriers
The growth of rigid “arrangements” has limited the
flexibility of flexibility
As turnover grows, yesterday’s flex may not serve to
recruit and retain as hoped:
How
Companies
Can
Re-Flex?
1
2
3
4
5
Drive through the line and
HR, not just HR
Insist on firm-wide principle
of collaborative
scheduling, not just free
standing options
Train managers in collaboration
skills
Negotiate flexibility in hiring
or Day One
Flexible work should yield
operational value
Thank you!
Q&APlease use the "Questions" tab on the webinar platform
Resources
Collaborative Scheduling:
www.rupertandcompany.com/c
ollaborative.html
Online Tools:
www.flexwisetools.com
Flexbulletin:
www.rupertandcompany.com/b
ulletin.htm
Rupert & Company
www.rupertandcompany.com