• 2022 Trends

      Boston College Center for Work & Family (2022-01)
      As we enter 2022, we will continue to see a redefinition of how work gets done and a growing emphasis on delivering a superior employee experience. HR will continue to have a significant influence on helping to chart, champion, and manage important change efforts, as the war for talent intensifies and employees rethink their relationship to work.
    • Conversation with Nancy Costikyan, Director of Work/Life at Harvard University

      Costikyan, Nancy (Boston College Center for Work and Family, 2021-08)
      Boston College's Center for Work and Family has a Member Spotlight Newsletter that it sends out on a regular basis. This newsletter highlights the work of Nancy Costikyan, Director of the Work/Life Program at Harvard University. In the newsletter Nancy discusses the current priorities in the workplace and states: "My office serves 19,000 staff and faculty (as well as some student groups) and we have four main buckets, which I am beginning to think of as fountains that all spring from well-being: (1) Mental Health; (2) Flex-work, (3) Dependent Care and (4) Mindfulness. Obviously, flexwork has consumed much of our time as we forge our way to a widespread, hybrid work model, but the ongoing crises concerning child care and mental health are keeping me up at night." And the conversation goes on to include the programs new Flexible Work Arrangement Policy and how flexwork may look different on the Harvard campus. The role of manager is addressed as well as how they plan to evaluate the program in the upcoming months. Finally Nancy is asked about the Key Learnings that have emerged with these programs.
    • EAP and COVID-19: A Missing New Ingredient in our Messy New Reality: Flexibility

      Fraone, Jennifer Sabatini (Center for Work and Family - Boston College, 2020-04)
      For nearly two decades now at the Boston College Center for Work & Family, we have studied the issue of flexibility and remote work and collaborated with organizations on the development of their flexible work programs. The very first concepts I introduce when speaking with individuals or groups are the two most common components of flexibility: flextime and flex place. The concepts are pretty self-explanatory: flex time refers to ​when ​you get your work done and flex place refers to ​where​.
    • Taking Charge of Remote Work Post COVID-19

      Katcher, Kathy (2020-06-04)
      This is a virtual presentation to the Work Family Roundtable at Boston College on the topic of managing remote workers. Kathy Katcher is an expert in the Work Family field. She presents key suggestions in this presentationabout how employers and managers can supervise employees from afar effectively during the COVID Pandemic when many employees are working from home.
    • What Could Be: Embracing Family-Friendly Trends in the New Workplace

      Hemm, Amanda (2021-06-04)
      It is possible - perhaps even probable - that we will emerge after COVID with the majority of companies trending in a more parent-friendly and caregiver supportive direction. As we roll into the second summer of COVID, the mood has changed. Shots are in more arms than not, masks are coming off, schools and camps are happening, and workplaces are trying to figure out what comes next. The optimism is real and so is the undercurrent of caution. It’s been 15 months of shifting sands and many of us are not quite ready to believe that we have arrived at the“new normal” yet. While I can’t pretend to know what the post-COVID world will look like, I do know that we have a responsibility to keep pushing for the changes we want to see.
    • Workplace of the Future - HubSpot: Hybrid Work and Remote Inclusion

      Boston College Center for Work & Family (Boston College Center for Work and Family, 2021-09)
      We want to build a company where people can do their best work. Some people work best in an office, while others work best from a home office. And we heard this feedback from our employees. In April 2020, we sent a pulse out to our employees to get a sense of what they were thinking and feeling. The data showed that 61% of HubSpot employees are more likely to work remotely after COVID 19, and around 16% are interested in working remotely full time. They want flexibility and the ability to choose how they do their best work. That' s what helped guide this new vision. In 2021, 39% of our employees prefer to work from home, 18% in the office and 43% selected the @flex option. With increasingly distributed workforce, we like to say that our values live in our hearts, not in our hallways.