TAG’s Promise: We provide the tools and processes employees need to SUCCEED and bear their share of the work.

Situation: While Marriott-International had an existing a flexible work arrangement where employees could set “flex” work hours, organizational leaders were hesitant to implement a full telework program. Marriott leaders had concerns about equity issues arising among employees (especially for those individuals working in hotels in physicaly demanding roles), as well as the questionable level of management acceptance of telework. At the same time, Marriott acknowledged that their competitive landscape necessitated a more proactive, aggressive approach to flexible work arrangements if they were to maintain the quality of their workforce.

Solution: Marriott’s culture supports a communication model based on the Internet, using the Internet for a significant amount of communication, training and dissemination of information. In addition, Human Resources representatives are appointed to each operational group within Marriott. TAG conducted two days of workshops with Marriott’s various HR/Flexwork Coordinators. In these workshops the Flexwork Coordinators reviewed the current business, social and technological trends that are creating a very favorable environment for flexwork. TAG representatives helped participants identify the most powerful flexwork program benefits for Marriott as well as the most significant concerns that needed to be addressed, and a plan for the next steps in getting buy-in from upper management.

Benefits: Marriott moved from an organization implementing flexible scheduling as a limited alternative workweek employee benefit to a more formal and robust program with a focus on obtaining a return for the organization.

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TAG’s Promise:We provide the tools and processes employees need to SUCCEED and bear their share of the work.

Situation: A 2002 work/life studydemonstrated that flexibility in work schedules was highly valued and sought by employees at UCSB. While Human Resources had conducted telework training and some relatively informal telework and flexible schedule arrangements were in place, flexwork options were not being implemented uniformly or to a great extent across the campus. It was determined that providing formal guidelines, tools, and information to help employees design their own programs would support both the employee and the manager. By increasing the formality of these activities, UCSB could also measure those benefits sought including reduced campus parking pressure, improved employee morale, a employee benefit to be marketed to increase the hiring pool, and the perception as a leader in Santa Barbara County in terms of reducing congestion and air pollution.

Solution: TAG collaborated with a UCSB steering committee to create formal guidelines and an agreement that covered all areas and types of flexwork arrangements. A website was developed that included a flow-chart for employee to follow to determine which type of flexwork program was best suited to them and the extent to which their job-tasks supported a flexwork program. Through the use of the Work Suitability Assessment, the Employee Suitability Assessment, and information about various types of flexwork, including the most common concerns for employees and managers, employees were given the tools needed to approach their managers with a well thought out and supported flexwork proposal. A four month pilot was conducted in 2005.

Benefits: After the pilot, an on-line survey was conducted to measure the impacts on parking, traffic congestion and air pollution with significant benefits seen in each area. In an on-line post-pilot survey, a quarter of the flexworkers reported increased productivity on tasks that required an increased level of concentration and several non-flexworkers reported that their environment was less disruptive early and later in the workday. Over three-quarters of the survey respondents who flexworked reported that their work environment improvedTwo-thirds of the managers surveyed stated that the pilot had increased their support for implementing flexwork across the entire UCSB campus. The ability to flexwork is now included in job postings for specific jobs to increase the quantity and quality of applicants.

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