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Decide where you want to fall on the spectrum, but do keep in mind that zero flexibility will likely result in a stunted applicant pool. Health insurance. Dental insurance. Vision insurance. Long term disability insurance. Short term disability insurance. Consider adding to your list of employee benefits.
A few decades ago, as Gen X was entering the workforce, they were often depicted as cynical, skeptical, or disaffected— not unlike the quiet quitters of the 2020s —and the dominant media narrative suggested that they were disengaging at work to an unhealthy extent, writes Fast Company ’s Christopher Zara. “The
When employee morale is high, the company retains better talent as employees tend to stick around longer and lift others while encouraging good and honest workethic. By allowing elements of your program to be completed while at work and others to be completed off site, you build options and flexibility into your program.
Be flexible enough to understand their commitments and accordingly decide on the remunerations. Be flexible while deciding on the start date, as the new hires might have previous employers’ previous commitments. It will also impact their workethics and most importantly, their willingness to continue at your organisation.
I can’t quit because I go to school during the day and this is the only place around here where I can make good money (from tips), is flexible enough for my school schedule, and is open late enough for me to get lots of hours. In addition, besides this one issue, the management is not bad and works with the staff on what they need.
It also reinforces their belief that well-being is not antithetical to workethic. Gen Xers Gen X tends to be more flexible and change-ready, but that characterization may be getting in the way of their career progression. They also claim work-life balance as their top job demand and healthcare as the most important benefit.
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