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Work Life Balance
Les Clementines
Team Nicoleta Anton Sabina Baciu Roxana Beicu
Ambassador Adelina Stoian
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Why work-life balance?

• Today, employees lack the values of stability
  and loyalty ? job-hopping is a common practice ?
  personnel fluctuation costs companies a lot of
  money.

! Work-life balance is the second major concern
of people all around the world. (Nielsen study
Oct. 2008)

• Our solution
• Encouraging employees to start a family and
  offering the conditions to reach a work-life
  balance leads to
• ? SG employer branding
• loyal employees
• employee retention
• long-term wins

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Objectives and strategies
Strategies
Mission
Objectives

• Responsible HR policy of work-life balance

• The growth of employees trust in SG as a
  reliable partner concerning their future plans

Supporting SGs young employees who want to
establish a family and then offering all the
condition to reach a balance between career and
family life

• Creating the image of SG as a supporting
  institution towards employees plans related to
  family

• Increased employee retention

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Tactics
2. Mentoring schemes put in touch senior people
from SG with juniors to bond and pass on know-how
and values
8. Part-time and flex-time for employee for
important personal events (such as periods before
and after wedding or birth)
4. Be a parent for one day type of programme -
partnership with an orphanage so that employees
spend one day per month with a kid  
1. We will start with organizational well-being
questionnaires
5. Parents online community to stay in touch
with the changes in the company during maternity
leave
3. Kindergarten for employees children
6. Counselling and preferential financial
packages for employees personal events
9. Monthly in-house magazine focused on free time
topics
7. Societe Generale Kids - programmes for
employees children (scholarships, internships,
SG summer school for children)
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Target audience

• SGs employees aged 20-35 years old

gtWork on positions ranging from entry level to
top management in SG

• gtPlan to get married and/or have children in the
  next 5 years

gtInterested in their professional development

• Problem
• Stefan is an SG employer who
• thinks on short term
• feels no particular attachment
• for SG as employer
• has health problems
• due to working
• long hours and
• accumulated
• work-pressure

Stefan is 27 and hes been working for SG for 2
years. He has a beautiful girl-friend who is very
upset because Stefan doesnt ask her to marry
with him already! Stefan doesnt take the big
step because he doesnt feel very confident, and
delays it until he will become a manager. Then he
will be able to buy a big house with a childrens
room too. After becoming a manager he will also
have more time to spend with his girlfriend,
because now he is constantly staying long-hours
at work.
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Resources

• One of the strong points of the project is the
  little amount of resources it needs, mainly
  because they already exist within the company.
• Concerning the human resources, the people
  responsible for implementing Work-life balance
  in SG will be from the HR department.
• Regarding time resources, the campaign will take
  into consideration the time needed for organizing
  the events, such as Family Day, or the other
  activities that need to be planned, such as
  mentoring. The project is designed to be
  implemented for one year and, then, after an
  evaluation, to be implemented on a long
  term/continuously (more than 5 years).
• Financial resources include money spent on
  offering scholarships, the deductions from the
  financial packages offered preferentially on
  important occasions, or kindergarten facilities.
  

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Benefits

• Long term investment in employees make them
  valuable assets for SG
• Confidence at the workplace results in higher
  work efficiency for employees
• Higher level of employee retention (they feel
  closer to the company)
• SG is known for being actively involved in global
  natality growth
• SG employer branding known as a supporter of
  family growth among its employees

To sum up, the project offers SG a
loyal, motivated, healthy and stable work force
thus, in the long term, employees become
essential assets.
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Our research

• We have used the following 4 research methods in
  order to have a comprehensive view on the current
  work-life balance status in Romania

• Focus-group with 5 people from our target
  audience
• 9 interviews with SNSPA professors and PR, HR and
  CSR specialists
• Questionnaire 74 respondents to work-life
  balance and family issues
• Discussions with college professors from SNSPA
  Camelia Crisan, soon to be a PhD in CSR, who
  offered feedback on our project

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Our wikiblog
20 media appearances on blogs, web-sites and
forums
Buzz made on facebook, twitter, cirip.ro, yammer,
etc.

• Coverage of the subject by well known bloggers
  and leading
• CSR websites in Romania

Mails sent on gt35 Yahoo Groups
190 comments
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What they say
One of the main purposes of our wikiblog was to
test our idea and receive feedback. Here are
some of our readers thoughts