Have you heard of the work philosophy of separating the personal from the professional? What about “check everything at the door”?

 

While it may seem possible to code-switch and forget about your personal life when you arrive at work, it’s likely that you sometimes think about home when at work (and sometimes think about work when you’re at home).

 

 

The concept of a flexible workplace includes real consideration for moments when valued employees face adversity:

 

 

It also includes when valued employees experience joy:

 

 

 

While owners and operators must manage the mission, goals, and net income, don’t let that crowd out this part!

 

What if your operations strategy included consideration for a flexible workplace, one that developed employees who were:

 

 

According to Gallup’s analysis of 64 million responses, engagement, well-being, and performance move together, not independently.

 

Workplaces with the most engaged, highest-well-being teams saw 23% higher profits, along with lower absenteeism, turnover, shrinkage, safety incidents, and operational mistakes, plus stronger client and customer loyalty.

 

 

Whether you need an engagement and/or wellness strategy and tools, Leaves of Absence training, inclusion training, or employee motivation training, we’re here to help you promote an impactful culture of well-being.

 

Our library of online courses keeps growing, covering everything from soft skills and safety to leave of absence and performance management.

 

But sometimes an off-the-shelf solution isn’t quite the right fit for your team or circumstances. And that’s okay!

 

When that’s the case, we can build a fully custom online learning experience (whether that’s a few courses or an entire learning pathway) designed around your organization’s specific policies, culture, and goals.

 

It’s easy to blur these two together, but they mean very different things!
 

 

Maybe that’s starting later, working from home two days a week, or shifting hours around a doctor’s appointment. The key concept is that the work still gets done. Employees are still on the clock, but they just have more control over the how and when.

 

This means no answering emails, no working on projects, and no expectation of results. PTO = paid time off to rest, recharge, or handle personal matters without working whatsoever.

 

Mixing up the two can lead to real problems, like employees feeling like they can never fully unplug, or managers expecting availability during what’s supposed to be time off.

 

Being clear about which policy applies, and when, helps set the right expectations for everyone!

 

 

We can help you build solid policies and procedures that ensure employees understand what is available to them and that managers know how to apply them.