P&G was at the forefront when we embraced workplace flexibility — flex@work — as a business strategy, enabling employees to flex workday start and finish times, work from home, compress their work week, or work less than full-time. The use of schedule flexibility has increased significantly since then, as has employee satisfaction as measured by our 2016 internal survey.
Recognizing that work-life integration is the new norm in society, we challenged ourselves to personalize flexibility and integrate it across more employee touchpoints:
First, we enlisted HR and regional leaders to build plans that advance schedule, benefits and career flexibility locally.
We added flexibility as a key element of manager/employee discussions during performance reviews.
We developed a toolkit for people managers, providing a single well-organized place to:
Internal survey results show that employees who exercise more flexibility are 5x more likely to give their best performance, and 6x more likely to stay with P&G.
Success stories across schedule, benefits and career flexibility demonstrate the business benefits and satisfaction of employees and business leaders—and increased employee pride and loyalty.
Flex@work is more than a policy or program; it’s a smart business strategy that delivers improved business performance. By offering flexible work solutions across scheduling, benefits and career stages, we enable P&G people to be and give their best. This makes for happier, higher-performing, more energized employees – which leads to winning business results.