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When Work Works was a nationwide initiative for recognizing businesses in the U.S, it was conducted by the SHRM, which stands for the Society for Human Resource Management. The aim was to assist all businesses in succeeding by changing the way they run business and providing an effective yet flexible workplace for both employees and employers.
The When Work Works Award is given to companies that have shown a commitment to providing their employees with the flexibility and autonomy to balance work and life. Winners of this award are recognized for their dedication to offering their employees the ability to balance work and life to allow them to be their best selves. The Society presents the award, and the Families and Work Institute (FWI) acted as the community partner for the When Work Works Award by hosting regular local events to recognize the winners.
The When Work Works Award is a national recognition of employers who have created great workplaces.
The award is sponsored by the Families and Work Institute and the Alfred P. Sloan Foundation. It's been given out since 1996, and more than 650 organizations have been recognized for their workplace policies and programs.
The award is given out in three categories: small, medium, and large organizations. Winners are chosen based on their flexibility, supportiveness, and effectiveness.
The National-Study-of-Employers, also known as NSEE, is a study that examines workplace flexibility and how it affects employees and businesses.
The study is conducted by the Families and Work Institute (FWI) in partnership with the Society for Human Resource Management (SHRM). The study is conducted every three years and surveys over 1,500 employers from various industries.
The National Study of Employers is important because it provides data on how workplace flexibility benefits employees and businesses. The study has found that workplace flexibility leads to lower employee turnover, higher employee productivity, and reduced costs for businesses.
The National Study of Employers is the largest and most comprehensive survey of U.S. employers ever undertaken. The study, conducted by the Families and Work Institute with support from The Coca-Cola Company, surveyed nearly 2,000 employers to learn how they manage work and family issues and identify best practices.
The When Work Works award is based on the findings of this groundbreaking study. It recognizes organizations that have successfully created workplace policies and practices that promote productive and effective employee work-life balance.
One study shows that over 45% of CEOs are unhappy with what they do. And more than 55% of employees feel the same about their job. The main reasons for this are improper management, lack of flexibility, and other related things in the workplace. This is where the When Work Works came forward and became successful. They succeeded for a number of reasons.
First, the award is based on a rigorous research methodology that uses a proven, data-driven framework. Second, the award is unique. It takes a holistic view of workplace flexibility and awards organizations for their efforts in all areas, not just one or two. Third, the award is highly respected and coveted by employers nationwide.
Finally, the award helps change the conversation about work-life balance. It shows that it's possible to have flexibility and success in the workplace.
Over the years, many companies of different sizes have been honored with this prestigious award. Some of them include:
What Were Needed to Qualify for the When Work Works Award?
[Did you know that this award was previously named the Sloan Award?]
When Work Works started its journey to bring some positive changes in organizations/companies. They include:
There are mainly three reasons employers applied for this award.
Applicants received a completely free report on their performance. It allowed them to compare themselves with the award winners.
As the project owner changes, the former host no longer continues giving the award. The former executive producer claims that the current organization still encourages employers to ensure a flexible workplace. Still, at the same time, they support Congress against these rights. It is why the former host stopped working on this nationwide, research-based program. But still, they will work to partner with family-supportive employers to build a better workplace.
Based on research and discussion with top-rated officials, we will be working to educate this elite community so that they can ensure the best strategies and practices that help employees balance work and personal responsibilities.
We have found there are just six key factors that lead to success.
These are things we will continuously be working on. We believe if an organization takes care of its employees, they will take care of the organization. People like to be leaders, but few people can lead. These are those who always, no matter what happens, watch their follower's back. And when the leader needs help, the followers show up no matter what happens, like the speech that Martin Luther King Jr. delivered on August 28, 1963, where he shared his dream with hundreds of thousands of people. And almost everyone present there was inspired by his speech. Why? Not because Mr. King was able to plant the seed of freedom, but because he managed to show them that they all have a shared dream. What if Mr. King said, 'I have a plan’ instead of 'I have a dream? His plan would reach their ear, but his dream reached their heart. They all felt that they must work for a common cause, a common purpose.
When the cause from both the employers and employees align, nothing can stop them from being the best in their field. This is why only 2% of organizations succeed in the best way. That being said, we will give our best to teach, guide, and show you the best strategies to help you create a suitable work environment for your company where people will feel safe and work for the same cause, the same dream you have.
Why Career Development Is Important for Employees
When employees are given the opportunity to participate in career development activities, they are more likely to be productive and engaged in their work. Career development also helps employees maintain a sense of connection to the company, which can prevent them from seeking employment elsewhere. Career development is also important for employees because it provides them with the opportunity to learn new skills, grow their knowledge, and explore new positions within the company.
How to Get Started With Career Development
It begins with the assessment of your current situation. You should ask yourself three questions:
Take some time to reflect on these questions and write down your answers.
Then find a mentor or career coach who can help you develop a plan and guide you along the way. There are many resources available, such as online courses, workshops and networking events.
And finally, be proactive and take action! Implement the things you've learned and keep pushing yourself to grow. Career development is a lifelong process, so don't be afraid to experiment and try new things.
What Are Some Career Development Activities?
This question brings you here. There are a number of different career development activities you can engage in to help you grow and develop as an employee. Some common activities include:
If you're not sure where to start, talk to your HR department or career coach for advice on what activities will be the best fit for you.
Best Practices for Employee Career Development
Nowadays it is believed that employers should develop a career growth plan for their employees. This plan should include the employee's long-term career aspirations, short-term goals, and the steps they need to take to achieve their goals.
Employees should also be educated on how to get a good job. They should learn how to write a resume, LinkedIn profile, and cover letter. They should also understand what employers are looking for in potential employees and know how to market themselves accordingly.
Lastly, both employers and employees should be encouraged to be more productive. Employees should be given the tools and resources they need to be successful, and employers should reward employees for their hard work.
Once a person is an employee, there is no point looking for a job. This is partially true. Because his current job is not forever. But still you (as an employer) should keep educating your employees. The best way to ensure that your employees are getting the most out of their career is to educate them on the process.
Some companies believe that throwing money at employees is the key to getting them to stick around. However, this isn't always the case. In fact, according to a study by Bersin by Deloitte, "Employees who feel they are learning and growing are 1.5 times more likely to remain with their current employer."
That's why it's important to create a learning environment for your employees. This can involve everything from providing resources and workshops on resume writing and job interviewing, to setting up mentorship programs and offering tuition reimbursement for continued education.
The final thought? Help your employees find their groove, and they'll be more likely to stick around for the long haul.
Before you start the productivity game, you need to believe that your employees are the ones who move the money needle. They are not just for making money, they are there for making you make money as well. So your actions reflect on their results.
Think about it this way: if you were a Formula One racecar driver, you would never stop training and learning new techniques. You would constantly be working on your speed, your agility, and your reflexes. The same holds true for your employees.
The best way to make sure your employees are always productive is to keep them learning and growing. Career development plans provide the perfect opportunity for employees to learn new skills, try new things, and grow their careers.
For example, you can introduce the employees to some of the coolest tools to maximize their productivities. Thanks to the tools, they will be able to rediscover their potential, their shortcomings, and the actions need to be taken. Some of the trending time management tools are:
Alarm clock (Web-based alarm system, less distraction than of cellphone)
Stopwatch (Web-based stopwatch, to push someone’s own limit)
Timer (Web-based timer, to run against the time)
Holiday Counter (Web-based counter that keeps track of holidays)
Global Holidays (Web-based stopwatch, to push someone’s own limit)
Time (Web-based clock, to show you the local time only, no notification whatsoever!)
Besides, it's a great way to show your employees that you care about their future. Career development plans demonstrate that you're interested in helping your employees reach their full potential.
The National Study of Employers has looked into why the When Work Works award is successful. Their study found that the award program has positively impacted the workplace. Some of the benefits employers have seen include increased productivity, reduced staff turnover, and increased employee satisfaction.
Recognition helps us reach our goals. For over ten years, the When Work Works Award has recognized many companies/organizations which ensure a flexible workplace for their employees. Though the award is gone, the venture for recognizing such employers must continue.