For young people with families in particular, the right framework conditions have always been an important decision-making factor. Private obligations such as caring for children cannot be put aside. But even if the need does not arise out of necessity: Flexible working hours, remote work, work-life blending and the like are becoming increasingly important. According to the "Recruiting Trends" study by the University of Bamberg, almost half of those surveyed would accept a drop in salary if a change of job would improve the interaction between work and private life.

So anyone who shows flexibility and creativity here - within the scope of their possibilities - has their finger on the pulse of the times, can improve the quality of life of their employees and score points on the labor market with attractive offers.

And you profit as a company from

  • higher job satisfaction and motivation
  • Higher work efficiency and productivity
  • higher product, process and service quality
  • higher sense of responsibility
  • Relief and stress reduction
  • less or shorter absenteeism
  • Less emigration of young workers
  • less migration due to changes in life circumstances (private changes, relocation, addition to family, ...)
  • Remaining longer in employment through age-appropriate working hours

IMPULSES FOR IDEAL FRAMEWORK CONDITIONS

CIP - Continuous Improvement Process

An optimal working environment not only promotes well-being, but also workflows and thus product, process and service quality. Often, it is only small changes that make a big difference: a rearrangement of work materials, shorter paths, small redesigns, an improvement in lighting conditions, ... It is worthwhile to question the circumstances again and again and to carry out optimizations.

The CIP model is based on a large number of small measures that can be implemented quickly and lead to continuous improvement in product, process and service quality. Employees are encouraged to repeatedly review their own processes and to optimize them according to principles such as ordering, simplifying, sorting out, avoiding, standardizing, ....

There are a number of interesting models on the subject of working hours; here is just a small selection:

  • Flexitime
  • Confidential working time
  • 4 days week
  • 30-hour week as a flexible contingent
  • Flexible forms of work such as job sharing
  • Temporary part-time models
  • Granting of time off such as sabbaticals
  • Workation
  • Flexible vacation arrangements
  • Flexible time-out models
  • Gradual or flexible retirement models