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Deloitte LLP is the U.S. member firm of Deloitte Touche Tohmatsu, an organization of member firms around the world that provides services in four areas: audit, tax, consulting and financial advice. It serves more than 80% of the world's largest companies. The Deloitte LLP Ethics & Workplace Survey is designed to measure workplace behavior and the impact leadership has on the workplace environment. Transparency in the workplace, as described by an open and honest communication channel between employees and leadership regarding work-life issues, has a significant positive impact on workplace culture overall.
According to the Deloitte LLP 2008 Ethics & Workplace Survey, conducted by Opinion Research on behalf of Deloitte LLP, 72% of respondents agree that if their boss was more open about his/her need to take time off during regular work hours for personal reasons, it would create a more engaging and productive environment.
"Today's workforce demands a more 'customized' career path and a tremendous amount of flexibility," says Sharon L. Allen, chairman of the board of Deloitte LLP. "One size fits all no longer attracts or retains the best talent. By promoting open and honest communications across organizations and setting the tone at the top, our survey tells us that the workforce of today can be motivated in different ways. This is increasingly critical to retaining talent and preserving the health of today's organizations."
Transparency Makes Work a Better Place
This year's survey also reveals that there is a strong relationship between greater openness and transparency by leadership and ethical behavior at work. In fact, 84% of respondents agree that openness by leadership contributes to a more ethical workplace culture. Moreover, 68% say it would create a more values-based organization.
Seventy-five percent of respondents say that, by and large, everyone in their office is treated equally when it comes to exercising flexible work options, but 50% feel that their bosses set different standards for themselves.
Interestingly, assuming higher salary brackets are associated with greater leadership roles, four in 10 respondents with household income of over $75,000 annually seem to have an easier time balancing work with personal priorities, compared with 29% among those who make between $25,000 and $35,000 per year.
Changing Times, Changing Workplace
A variety of forces are coming together to reshape the workplace as we know it. In the 1950s, 63% of households had a father who went off to work while the mother stayed at home. Today, only 17% of families reflect that "Ozzie and Harriet" model. This statistic in and of itself testifies to the shifting forces in the workplace.
However, the trend does not stop there. The shifting demographics and the rapid integration of global markets are forcing corporations to look at their workforce in a new light and to identify new and creative ways of engaging and retaining them.
As corporations grapple with the challenges of keeping a workforce that is constantly connected -- yet dispersed -- productive, engaged and loyal, one strategy that appears to work in creating a positive workplace environment is the demise of the traditional 9-5 workplace. Eighty-one percent of respondents said they are engaged in some kind of a customized/flex work arrangement.
Other survey highlights:
• The majority of the respondents, 66%, work for a company that permits some informal time off during the workday when necessary. For reasons other than medical appointments, 39% of employees are allowed to take informal time off if they make it up, 27% are allowed to take such time even if they don't make it up, and 25% are not allowed to take off informal time. But 89% of employees said their company allowed them to take time off for doctor's appointments.
• Fifty-one percent of those who responded to the question said they work for companies where people take time off during the day despite company rules. Certainly not a large majority, but it is significant that more than half of employees admit to breaking office policy. The findings for this question may indicate a great need for more flexibility without having to feel like you are breaking the rules.
• A large majority of the people surveyed (76%) agree with the statement, "If I could better balance my work schedule and personal priorities I would be more productive and engaged at work," while 14% disagree. That underscores dramatically just how today's workforce is looking for a more flexible work environment where they can fit work into life and life into work.
• Almost four in 10 of people surveyed believe that taking advantage of formal flex work policies would hurt their career advancement. Those that are in the 18-24 age group (Generation Yers) are the most fearful of taking advantage of these policies (56% of 18-24 year-olds think their career will suffer vs. 37% of 25-34, 38% of 35-44, and 39% of 45-54 year-olds). A plurality of the respondents (48%-42%) agree that taking advantage of informal flex policies would hurt their career. Younger employees once again are more concerned about hurting their careers by taking advantage of these policies.
• The majority of the people agree that their bosses set different rules for themselves. However, when we break down the data by education, tables turn, as 52% of college graduates disagree with the statement -- portraying a more favorable picture of leadership. As the education level decreases, the belief that leadership sets different rules for themselves increases (43% college grad, 50% college incomplete, 60% high school grad, 65% high school incomplete).
• Sixty-two percent of all respondents agree that if their leaders were more open about fitting their needs into their busy schedules, more employees would feel comfortable taking advantage of informal flexible work programs that let them take time off during the work day for personal needs.
• An overwhelming majority of the respondents agree that if the boss was more open about his/her needs, it would result in a positive development in the workplace. The most important development (72%) is a more engaging and productive work environment; second (70%), a more ethical workplace culture. Remarkably, 22% of the respondents actually feel that if their bosses were more open about their needs, there would be a breakdown in work flow and ultimately chaos.
This summary was drawn from a longer report by Deloitte LLP. To read the entire piece, click here.
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