Kathie Lingle's Work-Life Blog

The Good News about the High Gas Prices
Guest Blogger: Alyssa Newton, Director of Benefits — R.H. Donnelley

June 25, 2008 — Every day I read another news article that talks about the need for employers to offer flexible work schedules and telecommuting. With gas prices skyrocketing, employees and employers are realizing that it is costing too much to commute to work five days per week. Employers cannot afford to provide pay raises to keep pace with the increased gas prices. After all, increased gas prices impact the bottom line of many companies as well as the bottom line for employees.

So, why did it take a gas crisis for this simple idea of workplace flexibility to take hold? Perhaps there is a thought that telecommuting was only for the younger employees who are more technically savvy or that flexible schedules were for moms who were returning to the workforce. In an age where it seems that generational differences divide the workforce, I think that we are meeting some common ground. There is a shift taking place across all generations.

Many companies have seen this shift occurring and they have prepared for it. For those companies that have not embraced the idea of flexible work arrangements and telecommuting, it is a great opportunity to introduce these ideas now that we all are suffering from the high gas prices.

Total rewards — in good economic times — can often focus on salaries, bonuses, equity compensation and benefits. In more challenging economic times, it is important for a company to look at the intangibles that can help employees to feel more satisfied with their company and to get more control over their work and personal schedules. Many of these intangibles are geared toward the needs of each generation, but when the issue becomes big enough, it appears that we are all looking for the same thing. Although there are differences between the generations, there are similarities as well. In this case, the similarity can bring about a shift in the mindset of corporations that leads to a new way of working.

The opinions expressed are solely those of the author and do not necessarily represent those of WorldatWork and its affiliate, Alliance for Work-Life Progress (AWLP).