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.

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.

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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.

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  • 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.

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  • 3 INCREASE EMPLOYEE ENGAGEMENT

    Employee engagement is 55 percent higher for those who use flexibility options.

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  • 4 IMPROVE HEALTH & WELL-BEING

    Stress is two times greater for employees who do not have flexible work options than for those who do.

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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  • 10 DRIVE TRUST & ENGAGEMENT

    Trust is essential to both workplace engagement and life satisfaction. 90 percent of highly engaged workers trust their managers.

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Survey Results

Survey Results

As employers across the United States seek to attract employees, boost productivity, and keep engagement high, many are implementing new practices that allow for rethinking how work is done while promoting trust, accountability and flexibility in the workplace.
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Listen to the OpenWork Podcast

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.

MIT Sloan School of Management

MIT Sloan School of Management

MIT’s Sloan School of Management crafted their perfect work-flex program with a process that engaged all employees … and some telepresence robots, too.

 

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SEO National

SEO National

After ditching its physical offices three years ago, this SEO optimization firm is thriving. Read on to see how SEO National made the leap to all-remote without missing a step.

 

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BDO

BDO

This professional services firm incentivized fun to bring workplace flexibility to its busiest employees during its busiest time of year.

 

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Zappos

Zappos

By trusting and empowering every employee to be a decision-maker, this e-commerce brand keeps innovation at the forefront.

 

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Havas Group

Havas Group

Rethinking how teams work best together leads to revamped office spaces, improving collaboration, morale and productivity at Havas Group.

 

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Parisleaf

Parisleaf

Parisleaf CEO Chad Paris wanted “the healthiest company in the world.” Here’s how going back to a traditional workday schedule is making that happen.

 

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Plum Organics

Plum Organics

By launching a large-scale culture initiative, Plum Organics brought employer and employees together to create a workplace that benefits both, now and into the future.

 

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Wildbit

Wildbit

This Philadelphia software company cultivated an engaged workforce and happy clientele — while making the 40-hour workweek the rule, not the exception.

 

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TargetProcess

TargetProcess

Founder Michael Dubakov noticed that his employees were bored, so he came up with an unusual plan of action.

 

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Bora Architects

Bora Architects

Bora Architects crunched the numbers to create a family leave benefit that provides much-needed time off with pay for employees while making business sense for the firm.

 

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READY TO START OPENWORKING?

The first step to becoming an OpenWork company is to learn from and be inspired by others.

  • 1

    Learn how organizations are capitalizing on the shifting realities brought about by new technologies and changing demographics.

  • 2

    Understand how managers and employees coming together collectively as a team to rethink the way work gets done for the benefit of all.

  • 3

    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 [email protected]

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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.

 

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4 Ways to Calculate the Value of Your Employee Programs

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Arm yourself with these online calculators to measure the cost of turnover, the value of engagement and more.

 

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