THE RIGHT FIT (2021)
Katie Batill-Bigler | Patel, Greene & Associates Erin Conaway | American Institute of Steel Construction Susan Dawson | GHT Limited
The Right Fit An online toolkit that empowers employees within the A/E/C industry to advocate for better “work-life fit” policies within their own firms.
Creating a work environment that prioritizes work-life fit, and rested, more fulfilled employees as a result, equals: • increased performance and productivity, • a stronger bottom line for the company, and an • improved employee experience leading to improved recruitment and retention .
73% Reported work-life balance was the most important factor when selecting a job.
Policy Hubs
Leave Policies • Parental Leave • Elder Care • Personal Leave (i.e. sabbatocial)
Flexible Work Models • Flexible Schedules • Flexible Work Location • Reduced Hours Model
Healthy Work Environments • Ergonomic Workstations • Active Furnishings • Improved Indoor Air Quality
The Toolkit
The Steps Visitors to the Right Fit website are guided step by step through the toolkit. Take the self-asssessment, explore the most appropropriate policy options for you, build your pitch, talk to firm leadership, enjoy a better work-life fit!
Work-Life Balance Work-life balance is the idea of creating and maintaining clear distinctions and boundaries between what is work and what is not.
Under the policy hubs within the toolkit, users will find scalable policy guidelines and examples, fact sheets, talking points, and identification of potential obstacles or points of resistance. Users can also download a pitch presentation template to build their proposal.
VS.
Work-Life Fit Work-life fit is about creating a lifestyle that fosters both a personal and professional life at the same time.
The Self Assessment
Change begins from within. It’s critical for users to take the time to evaluate their current situation and articulate what their vision is for a successful work-life fit adjustment within their firm.
Finding the Right Fit for you and Your Firm
Finding the Right Fit for you and Your Firm
Planning your Pitch Which areas do you feel would help you achieve a better work-life fit and that you are interested in addressing with your leadership? Check all that apply. Each of the following is included within the Right Fit database. Leave Policies If so, what type of leave policy do you wish to address? Parental Leave Family Leave Personal Leave (Sabbaticals, etc.) Eldercare Leave Other (Educational, Community Service) Healthy Work Environments If so, what type of leave policy do you wish to address? Personal spaces in office (ie. wellness/privacy rooms for staff) Health/Wellness Programs Access to exercise facilities/subsidized gym memberships (ie. access to shower) Employee Assistance Program Flexible Work Models If so, what is most important to you regarding “Flexibility”?
This evaluation is meant to help you organize your thoughts as you begin to build your Right Fit policy pitch to your company leadership. Consider your own feelings and experi- ences, as well as your colleague’s experiences that you’ve observed to help you build the work-life fit policy program that is the Right Fit for you and your firm.
Finding the Right Fit for you and Your Firm
What areas do you feel are lacking in your personal work-life experience?
Self-evaluation On a scale of 1-5 (1 being no fit; 5 being a great fit), what level of “fit” do you feel your company’s current policies have allowed you to sustain a work-life fit?
1 2 3 4 5
Why?
Is there anything about your company that does support your work-life fit goals? If so, what?
How often do you feel that you’ve suered from “burn-out” as defined below?:
World Health Organization (WHO) in 2019 defined burnout and added it to its Internation- al Classification of Diseases: “Burnout is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. It is characterized by three dimensions: 1) feelings of energy depletion or exhaustion; 2) increased mental dis- tance from one’s job, or feelings of negativism or cynicism related to one's job; and 3) reduced professional efficacy. Burnout refers specifically to phenomena in the occupation- al context and should not be applied to describe experiences in other areas of life.”
Company-wide On a scale of 1-5 (1 being no fit; 5 being a great fit), what level of “fit” do you feel your company’s current policies have allowed your co-workers to sustain a work-life fit?
When you work Where you work How much you work
Check out the toolkit for yourself!
1 2 3 4 5
What are the schedule adjustments that would most dramatically affect your stress level and happiness?
Never
Rarely
Sometimes Often
Always
Why?
What are your two most important demands or interests in your life outside of your day job?
What potential resistance do you anticipate from your firm leadership (funding, resources, etc.)? You will find guidance and recommended responses to address specific resistors under each policy category.
Have you had any discussions with co-workers about policies that are lacking or missing from your company that would improve their work-life fit? If so, what?
Does your firm have the policies in place to support and/or allow you the time desired to dedicate to these demands/interests? Yes / No
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