Reasons to Hold
Out Hope
For Balancing Work and Home
By Sue Shellenbarger
From The
Wall Street Journal Online
The national mood on work-life issues is among the grimmest I've seen
in 15 years writing this column. In poll after poll, most executives and
employees report discontent with their work-life balance.
But three trends now gaining momentum hold the potential for positive
change. While these developments aren't universal and will benefit mainly
highly skilled workers, they hold the promise of a little more control
over when and where you work -- and some new tools to watch over loved
ones while you do.
• This might be the year to ask for more job
flexibility.
Employers are worried about attracting skilled young workers, for whom
control over their time is a powerful draw. After 13 years of helping
workers set up alternative work arrangements, Pat Katepoo, owner of http://www.workoptions.com/, says managers are
"recognizing they need to embrace" flexibility.
What's hot is informal flexibility that allows employees to alter their
hours or to work at home on a more casual basis. What's not: Rigid
policies for specific flexible setups such as job-sharing or part-time
work that are seldom used and damage the careers of those who do.
Some work teams at Dell Inc. are eliminating firm office hours and
handing employees control over when and how they achieve goals. In a pilot
project, Dell last month took the unusual step of letting some
manufacturing employees work part-time.
Bank of America recently started a telecommuting program at two sites
and plans to expand it. PNC Financial, Pittsburgh, is expanding a
new-manager training program "debunking the myths around flexibility,"
such as the notion that employees who want alternative setups are
slackers, says Kathy D'Appolonia, a senior vice president.
It took Tammy Armistead, a Mequon, Wis., business analyst, just two
weeks to get her bosses' approval to work a compressed four-day workweek;
she uses the time to travel with her husband, a crew chief for a race-car
team.
• Overseeing Mom or Dad from afar will get easier.
Two vendors are about to begin marketing in-home electronic monitoring
systems to consumers. The systems track a resident's movements through
wireless sensors mounted on walls, switches, doors, medicine cabinets or
appliances, and alert 24-hour emergency-response workers of irregular
activity patterns. Caregivers can monitor the systems via the Internet or
request notification of irregularities via email, phone calls or text
messages.
Living Independently Group, New York, plans this month to start
targeting working caregivers with cable-TV ads for its QuietCare system,
says George Boyajian, executive vice president. The system will be priced
at $199 to install and $79.95 a month thereafter. Lusora, Austin, Texas,
also expects in the first quarter to start marketing its "Lisa"
personal-security system, for $249 to install plus $50 a month, says COO
Scott Gurley.
Marguerite McCullough, 67, who lives alone in a Florida retirement
community, had QuietCare installed after she spent five hours one night
alone and helpless in her bathroom, disabled by a bad case of stomach flu.
The system, which is set to alert her four children or a neighbor of any
problems, "does give you peace of mind," she says.
• More
employers are bowing to workers' desire to live and work where they
want.
Hard-pressed to recruit underwriters to its Hartford, Conn.,
headquarters city, Phoenix Cos. offered to let candidates work at home,
says Senior Vice President Bonnie Malley. It has since hired five
underwriters who telecommute and plans to expand its work-at-home
outreach.
Safeway used to require managers and trainees to transfer often to any
location. Now, a new policy allows transfers within smaller regional
groups of stores. The policy broadens its pool of recruits, a spokesman
says, particularly those "who had strong connections to their
communities."
I'll track these trends and keep you posted on how they play out.
Email your comments to sue.shellenbarger@wsj.com.
-- January 12, 2007