OpenWork is a new nonprofit inspiring companies to continuously improve how, when, and where work is done for the mutual benefit of employees and employers.
Want to create flexibility that works for everyone? Include all employees (and maybe a few robots) in the process. Watch how MIT Sloan did it here.
What if maintaining an office doesn't make sense? SEO National ditched their office and built a thriving remote culture. See how they did it here.
At this financial services firm, having fun is part of the job — even during tax time. BDO Incentivized Fun to Promote Flex Read how they did it here.
Struggling to determine the value of your employee programs? These four calculators
will help. Find them here.
Rapid growth can subvert innovation and longevity. At Zappos, A No-Managers Holacracy Was The Answer Read how Zappos did it here.
A series of one-off perks doesn't drive results. How to Create Employee Engagement Programs That Actually Work Read more here.
Substantial growth can lead to siloed teams. Creating villages promotes collaboration and busts siloes. Read how Havas did it here.
Unlimited vacation can be difficult to implement. To make it happen, trust & accountability are key. Read how five companies made it work here.
When you reach 100 staffers, culture tends to slide. Bringing employees and employers together can keep startups strong. Read about Plum Organic's process here.
Burnout is an endemic problem in the tech industry. Can a 40-hour workweek make tech companies more efficient? Read about Wildbit's process here.
OpenWork updates delivered monthly to your inbox. Wake Up with OpenWork Sign Up Today!
OpenWork happens when employees and employers collaborate to reinvent how work is done, for the benefit of all. To OpenWork means to break out of old patterns, establish new cultures of trust and accountability and create new ways of working to reap huge benefits.
At OpenWork.org, we share stories of organizations that inspire us by shattering the poverty of imagination that limits business productivity and societal well-being. By sharing stories about workplace culture, employee engagement, job flexibility, work-life balance and more, we can accelerate the pace of change in the way people can and should work in the 21st century.
REASONS TO OPENWORK
1 BOOST PRODUCTIVITY
93 percent of HR professionals say the productivity of employees who use flexibility is the same or better than those on rigid job schedules.
2 INCREASE JOB SATISFACTION
Trust in one's supervisor plays a crucial role in reducing transaction costs, increasing job satisfaction, and raising organizational commitment. 88 percent of employees in highly effective workplaces have high job satisfaction.
3 INCREASE EMPLOYEE ENGAGEMENT
Employee engagement is 55 percent higher for those who use flexibility options.
4 IMPROVE HEALTH & WELL-BEING
Stress is two times greater for employees who do not have flexible work options than for those who do.
5 INCREASE EMPLOYEE RETENTION
Over 80 percent of employees reported that work flexibility is an important factor in their intention to stay with their company.
6 REDUCE TURNOVER
The expected turnover rate for employees who do not have the flexibility they need at their companies is almost twice the rate of those who do.
7 IMPROVE QUALITY OF LIFE
85 percent of flex users reported a positive influence on quality of life including their ability to meet family and personal responsibilities.
8 LEVERAGE EMPLOYEE TRUST
Business experts observe that building high levels of employee trust within organizations is a means of engaging employees, generating growth and improving performance.
9 INCREASE COST SAVINGS
Some business leaders estimate that a flexible work environment can save companies between $10,000 to $20,000 per employee per year by lowering real estate, turnover and absenteeism costs and increasing employee productivity.
10 DRIVE TRUST & ENGAGEMENT
Trust is essential to both workplace engagement and life satisfaction. 90 percent of highly engaged workers trust their managers.
Listen to the OpenWork Podcast
At the MIT Sloan School of Management in Cambridge, Massachusetts, they have a unique approach to workplace flexibility. Everyone is encouraged to work remotely on their own schedule, and those not in the office can join the conversation at any point via telepresence robots.
READY TO START OPENWORKING?
The first step to becoming an OpenWork company is to learn from and be inspired by others.
Learn how organizations are capitalizing on the shifting realities brought about by new technologies and changing demographics.
Understand how managers and employees coming together collectively as a team to rethink the way work gets done for the benefit of all.
Meet pioneering people and companies fueling workplace innovation by embracing the core principles of OpenWork — trust, accountability and flexibility.
We are always seeking new stories of OpenWork to share. We constantly reach out to organizations and individuals on the forefront of creating innovative work environments that breed employee satisfaction and loyalty, as well as unmatched productivity and business success. Our vision is to tell compelling stories that will both inspire and accelerate the OpenWork movement, and we want to hear from you.
Are you reinventing how work gets done? Do you have a success story to share about workplace flexibility, employee health and well-being or outstanding company culture that's driven success and engagement? Tell us more at firstname.lastname@example.org
Report Suggests the Future of Work Starts at Home
Four Ways Companies Are Bringing Employee Rewards Programs Into the 21st Century
Trust and accountability are two pillars of a successful modern workforce. So how do you make employees feel trusted and accountable? At these four firms, employee rewards programs are one way to start.
4 Ways to Calculate the Value of Your Employee Programs
Arm yourself with these online calculators to measure the cost of turnover, the value of engagement and more.