Return on WorkLife Investment AICPA SUMMIT 2003

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Return on Work/Life Investment AICPA SUMMIT
2003

• Kathleen M. Lingle
• National Work/Life Director, KPMG LLP
• May 22, 2003

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KPMG Work Environment Initiative
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The Four Cultural Challenges

• Achieving Work/Life Effectiveness
• Alignment between HR systems
• Building a More Inclusive Community
• Respect and Dignity

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Business Case Model
Achieving Financial Goals
Work Environment Factors
Employee Satisfaction
Client Satisfaction

• Work/ LifeEffectiveness
• Inclusion
• Respect and Dignity
• Alignment

• Efficiency
• Productivity
• Commitment

• Speed
• Quality
• Continuity

• Growth
• Professional Credibility
• People Development

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Work/life is . . .
. . . Recognizing that business, professional and
personal success are not separate endeavors
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Work/life is . . .
. . . A collaboration between employers and
employees to create a compelling work environment
one that maximizes the creativity,
satisfaction, engagement and productivity of all
contributors
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Work/life is . . .
. . . The intersection of organizational values
and employee values
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7 Categories of Work/Life Support

• Workplace Flexibility

• Paid/Unpaid Time Off

• Health and Well Being

• Caring for Dependents

• Financial Support

• Community Involvement

• Culture Change Initiatives

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Seven Reasons for Work/life Support

• Attract and retain talented people

• Raise morale and job satisfaction

• Make people more productive

• Respond to diverse populations

• Cut health care costs

• Improve the bottom line

• Image Employer of choice

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Fortune Magazine reports that 73 of its "100
Best Companies to work for" had higher than
average annual returns on investment. There is
strong evidence, said the editors, of a link
between morale and profit.
Fortune Magazine, 1-12-98
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Becoming An EOC Pays OffFortune 100 Best
Companies
39 Companies
46 Companies
49 Companies
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Estimating the Return on Work/Life Effectiveness
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The High Cost of Doing Nothing
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Keeping Score

• Strategic Perspective
• Diversity statistics
• Pipeline statistics
• Recruitment statistics

• Customer Perspective
• Employee satisfaction
• Client satisfaction
• Flexible work arrangements ( and growth rate)
• Utilization rates (CC, LifeWorks, etc.)

• Operational Perspective
• e-HR productivity
• HR intranet utilization

• Financial Perspective
• Regretted turnover rates
• HRSC efficiency

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New research from Wharton School of Management
and Drexel University
Those working in supportive companies were more
committed, had higher aspirations, and were more
likely to feel they could reach their career
goals.
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Workplace stress is a proven source of . . .

• depression
• anxiety
• anger
• physical health problems
• Duke University, 7-97

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Researchers have found that people who have
little control over their work life have a 70
higher risk of dying from heart disease than
those who can decide what they will do and when.






Time Magazine, April 1, 1996
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Employees who are given time to volunteer not
only make a difference in their communities,
their companies say theyre better and more
committed employees. Points of Light
Foundation, 10-96
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Ten Approaches to Measuring Work/Life
Initiatives The Boston College Metrics Manual

• Benchmarking Striving for Quality
• Reaching for a Vision Standards of Excellence
  Approach
• Needs Assessments
• Analyzing Availability and Utilization
• The Value-Added Approach Establishing the Link
  with Business Strategies

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Ten Approaches to Measuring Work/Life
Initiatives The Boston College Metrics Manual

• Measuring Impact on the Bottom Line Applying
  Accounting Measures to Work/life Initiatives
• Evaluation Using a Participatory Approach
• Examining Impact on Supervisors and Co-Workers
  Assessing the Ripple Effect
• Measuring Impact on External Stakeholder
  Relationships
• Assessing Unintended Consequences

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KPMG ROI Estimates

• Emergency back-up childcare
• After 6 mos, 3 centers 193
• After 1 year 250
• After 2 years 330
• After 3 years 492

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KPMG ROI Estimates

• Family Resource and Referral (LifeWorks)
• 1999 - 5 usage ROI 3.32
• 2000 - 32 usage ROI 7.50
• 2002 - 65 usage ROI ??

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Employee Satisfaction Change Scores