I saw some "early return" stats the other day that came from a survey (still in progress so far as I know) sponsored by the AESC (Association of Executive Search Consultants). For those who may not know, AESC is a well known and long established association made up retained executive search firms.
Essentially, the survey is gathering data that would compare preferences and priorities of senior executives in the context of initiatives being implemented by Corporate HR teams and line managers.
Some of the highlights they have reported thus far:
52% of senior executives feel that they have not achieved a satisfactory work-life balance.Obviously they are interested in having as many participants as they can round up, so if you would like to contribute to the data being gathered, just click here and it only takes about 10 minutes or so to participate.
84% say work-life balance considerations are critical in their decision to join or remain with an employer.
65% of executives find a flexible daily work schedule to be the most valuable aspect of a work-life balance program.
54% say work hours have increased during the past 5 years.
51% are less willing to take a job that involves heavy business travel as compared to 5 years ago.
I also think that if you invest the time to take the survey, you also will get a copy of the full report once it is ready and which would provide the perspectives of both executives as well as the HR world.
I have to say, that in looking over these early headlines and looking back over our own data collected in this year's Executive Job Market Intelligence Report, our survey participants would seem to be in the same ballpark as AESC's.
When we asked such questions as: Why executives accept offers for new gig and/or stay where they are, items such as "improved work/life balance were certainly on the list as was travel/commute considerations, and the company providing flexible work arrangements.
On the flip side when we asked about dissatisfacation, we were not surprised to see people talking about the lack of work/life balance, length of commute, etc.
Coming or going, for sure this is no longer an issue or subject of conjecture by the John Naisbitt's of the world and executives and the organizations they work for along with the recruiters who place them are going to have to adapt, particularly in the tight talent market we are in and likely to rermain in for the next several years.