The company’s betting advantages will put them in a “big shock”, Reuters said.

Paul Bradbury | Images JO Getty Images

Millions of Americans leave work and rethink what they want when it comes to work-life balance. Companies respond by responding to the needs of their employees in areas such as telecommuting, flexible working hours, four-day work weeks, salaries, and more. This story is part of a series dedicated to the Great Shock and the ongoing changes in workplace culture.

The “big resignation” – also known as the “big reshuffle” – shows no signs of slowing down.

The mass exodus of workers, of whom nearly 48 million left last year, has led some employers to rethink how to retain and attract workers.

The result was more flexibility and telecommuting, as well as higher pay. Some companies have introduced four-day work weeks, while others have switched to full-time or mixed work schedules.

In fact, 63% of jobseekers cite work-life balance as one of their top priorities when choosing a new job, according to LinkedIn. 2022 global talent trends report. By comparison, compensations and benefits were mentioned by 60%.

That’s how some companies have strayed from policies that they say are helping them fight for talent.

A four-day work week

Work from anywhere

Sevalha Thompson, a digital marketing producer at Coalition Technologies, spent a few weeks last year working in Costa Rica.

With the consent of Sevdha Thompson

Employees at Coalition Technologies, a digital marketing and web design company based in Culver City, California, can work remotely from anywhere in the world.

For the company’s digital marketing producer, Sevdhai Thompson, it means she can spend time in Jamaica with her family, visit the rainforests of Costa Rica and travel to the United States to meet friends – all while working.

“I like to travel,” said Thompson, who is 30 years old.

“It is very important to have such flexibility that I can spend time with people who are very important to me in different parts of the world. »

Some employees took advantage of this policy while traveling, others simply work from home. Today, more than 250 Coalition Technologies employees are spread around the world, from the United States, Canada and Mexico to India, Germany and South Africa.

“Surprises and pleasures”

LinkedIn employees are entitled to moments of “surprise and enjoyment” due to the technology company’s LiftUp program.


Even a simple thing like an extra paid day off or a day off without meetings can improve employee well-being, LinkedIn says.

When its workers faced burnout and burnout during the pandemic, the technology giant responded to an initiative called LiftUp. It’s a resource center and a series of fun events, but most importantly, it also offers wellness days and days without meetings.

“The surprises and delicacies were really meant to give everyone a spark, raise their head and create fun on the go,” said Nina McQueen, vice president of benefits and LinkedIn Employee Experience, in a statement to the company. 2022 global talent trends report.

The program will not go away after the end of the pandemic.

″[Employees] they need support, they need to know that the organization values ​​them, ”said Jennifer Shapley, LinkedIn’s global talent manager.

Paid Sabbath

I left completely disconnected, came back, renewed, again fascinated by my work.

Lori McLeese

Automattic’s global human resources manager

It can also benefit workers as people take on new responsibilities to replace an incapacitated worker.

Lori McLeese, Global Human Resources Manager, Automattic, 2016 on holiday for the first time while traveling to Europe. It was the best she could do, she said.

“It helped restore my brain,” McLeese said. “I left completely disconnected, I came back, I was renewed, I was fascinated by my work again. »

Employment contract with benefits

Harriet Talbot quit Unilever full time and joined the U-Work program in London.

Courtoisie: Harriet Talbot

Unilever The U-Work program gives contract workers the freedom and flexibility they need, along with job security and benefits.

Employees agree to work a minimum number of weeks per year, receive a small monthly stipend and be paid for tasks. Benefits include a pension, health insurance and sickness benefit.

It fit perfectly with 30-year-old Harriet Talbot. 2021 she threw a full-time job at the London office of a global consumer goods company and has since worked in the company on two contracts, in addition to doing a concert at a local bike shop. It is now in between missions, cycling across Europe to Australia.

“I think I can go back and join the Unilever community when I get back, and it’s really progress,” she said.

U-Work is currently being tested in several other parts of the world, although it has not yet reached the United States.

Put work to life

Allison Greenwald, senior product manager at The Alley Group, spent five weeks in Alaska working on a flexible schedule.

Courtoisie: Allison Greenwald

Flexibility is the norm for Alley, a technology and IT services company. The company does not set hours; instead, each team decides when to hold meetings. Outside of these meetings, employees do their job when it suits them.

Allison Greenwald, 29, means this telecommuting has to do with other things that can arise in her life, from appointments and doctor appointments to exercise and travel.

“I did some really amazing things,” said Greenwald, who lives in Brooklyn, New York, after spending five weeks in Alaska last August.

Alley’s philosophy is that employees are adults and can manage on their own, said Bridget McNulty, the company’s partner and chief operating officer.

“We trust the people we hire to join our team,” she said.

“There is a mutual agreement to work together and we take it very seriously. »

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Godfrey Kemp

"Bacon fanatic. Social media enthusiast. Music practitioner. Internet scholar. Incurable travel advocate. Wannabe web junkie. Coffeeaholic. Alcohol fanatic."

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