Annual leave has been stuck at four weeks since the mid 70s, when the then Whitlam government agreed to union demands to increase leave from
How many Zoom/Teams/Skype/FaceTime calls have you had today? I have had 7 so far, and I am not yet finished for the day.
Obviously I am not the right gender to be writing this post. Perhaps, it is even a bit surprising that I am. After all,
Shared from the 7/22/2021 The West Australian eEdition Job flexibility good for all and points to way of the future TAMMY TANSLEY It must be
I watched this fascinating TED talk on the weekend, which tracks which indicators best predict long life. There are the usual suspects there of course:
For years, people like me have been banging on about the benefits of flexible working. The concept has been well researched, and by and large
The big takeaway from 2020 is that what was thought to be too hard to do, ended up being very easy when push came to shove.
The trick now will be to consolidate that, and then see what other benefits are relatively easily available.
Many organisations have worked very hard over recent years to have excellent family friendly policies that are available to both partners. There are excellent examples of organisations that are progressive and flexible. Those same employers have sophisticated comms programmes to ensure that they are well known throughout their organisations. And yet.
But, we know that money is a dissatisfier. You are dissatisfied if you perceive you don’t have enough. Either in real terms or in relative fairness terms. Beyond a certain amount, money in and of itself doesn’t motivate employees.
But just adding extra entitlements to employees isn’t necessarily the answer. It’s not about employees getting more. But rather, that what’s already there is looked at through a more flexible lens. That there is give and take both ways. That flexibility given by the employer is acknowledged and reciprocated by employees.
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