Work-life balance is now the second only to compensation as the most important driver of employee attraction and commitment. With the economic downturn, aging population, two-income households, the desire for flexibility in the workplace has become critical to an employee’s satisfaction. 

In fact, the economic downturn has placed tremendous pressure on employees over their long-term security. In 2006, 53% of employees felt they had a good work-life balance; that number fell to 30% in 2009.  Employees are responding by seeking out employers that offer a better work-life balance and research shows they work harder for those who do.  Employees with a better work-life balance tend to work 21% harder than those that don’t.  35% of employers say they plan to provide more flexible work arrangements in 2010.  That is up from 31% in 2009. 

These arrangements include:

Alternate schedules (come in early and leave early, come in later and leave later) 73%
Telecommuting options – 41%
Compressed workweeks (work the same hours but in fewer days) – 32%
Summer Hours – 18%
Job Sharing – 13%
Sabbaticals – 6%
Phased retirement (gradually reducing hours before full retirement) 5%