It's not
just about treating the symptoms of stress with massages and
yoga classes, but actually delving into the company's work
processes and culture to figure out potential causes of pressure
such as lack of supervisor and co-worker support, inadequate
feedback, workload or scheduling issues.
Kathie Lingle, Director, Alliance for Work-Life Progress
"Companies need to seriously rethink their approach to workplace
stress," said Kathie Lingle, director of Alliance for Work-Life
Progress, an affiliate of WorldatWork. "It's not just about
treating the symptoms of stress with massages and yoga classes,
but actually delving into the company's work processes and
culture to figure out potential causes of pressure such as lack
of supervisor and co-worker support, inadequate feedback,
workload or scheduling issues."
While not surprising, paid vacation and medical plans topped the
list of programs rated as having a high impact on attraction and
retention. More than 90 percent of participants said that paid
vacation has a moderate to high impact on attraction and
retention. A full 100 percent of participating organizations
have a paid vacation program in place. Defined benefit plans,
flex-time and telecommuting also were rated as high-impact
programs.
- Phased retirement is offered by only 32 percent of employers,
even though it has moderate to high impact on retention (73
percent).
- Only 44 percent of companies offer profit sharing though it
has a moderate to high impact for attraction (82 percent) and
retention (80 percent).
The WorldatWork survey identifies 41 separate total rewards
programs and reports the perceived impact on attraction and
retention in the participating organization’s talent pool.
