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Gave us an allowance for home office furniture. Desk. Chair. Monitors. Keyboards
I very much wanted my law firm to do this, but they did not. Instead, we got an email from IT saying we should be sure to upgrade our internet on our dime.
Personally I think it’s important for upper management to model work/life balance. I’ve noticed that a lot of entry level folks will work themselves to the bone because they don’t see upper management taking lunch breaks, time off, etc. They feel like they always have to be available.
Also, LET people take breaks. I constantly see people getting pinged or asked for something while they are on lunch 🤦🏽♀️
Counter point: our firm has made such a big deal about flexibility that there has been no recognition of busy season amongst younger staff. Things are taking on average 10-15% more hours to get done, which has kept people busy, such that there is no expectation by As and Ss that we are actually swamped this time of year.
Open up the offices so people can go where they are most productive and allow us to have our true flexibility back.
I was surprised, but grateful that our CEO offered us Friday as a paid afternoon off, since it’s one year since we all started working from home. 😳 He mentioned he was going to take his puppy for a long walk after logging off at 1 PM. 🐶 I went for a 2 mile walk in the local forest preserve with my boyfriend and then we cooked a fish dinner while listening to classic rock. 🌳 🐠 🎶
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Open offices as soon as possible. That would help a lot with WLB. No more living at work.
Double booo
Flexibility. I get 2 hours of Covid time per week to deal with whatever plus no meeting fridays.
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equipment allowance. internet allowance. phone allowance. no meetings after 6. meetings are 25 [or 55 minutes]
I’ll also say, acknowledging that we are all balancing a lot on our plates (kids, pandemic, etc.) goes a long way. I can get the work done, it just might look different along the way.
Dogs bark, kids need to eat, want attention, etc. Just this week I had an agency partner complain about my kid to my boss who (luckily) brushed it off.
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^^^
Somehow WFH has been interpreted as "always available." Partners need to protect associates from clients pushing through what little personal boundaries were left in biglaw. Otherwise, if we're paramedics now, let us work in shifts like real paramedics do. Also, vacations need to be encouraged from the top down and leaving people alone while away needs to be taken 100 percent seriously
Wow, a little late but better than never!
Some things that worked in our office: Flex hours, wfh allowance for office related items, respecting lunch and work blocks, team lunch or happy hour reimbursements for special occasions / whatever cadence make sense
One Friday off per month has worked well for our company. We’re all working more hours than ever and even if most of us end up doing some work on that Friday at least there are no meetings
What company you at
I think flexibility is huge but also recognizing that certain groups of employees may not be able to work as flexibly, like new hires and the people they report to will have to align schedules so the new hires can ask questions/collaborate (for public accounting it’d be staff and seniors) so emphasizing that for employees who can work flexibly that they don’t message people that work under them if they’re away/offline unless it’s very urgent and use delay send features in outlook so they’re not emailing people at odd hours is really important. I know right after lockdown last year I was at the staff level and one weekend got an email from one manager at 11pm on a Saturday night and one from a different manager at 7:30am the following Sunday - had expected weekend work that weekend and the managers didn’t expect an immediate response but it was hard to disconnect when I wasn’t working when getting emails at times that would have never occurred pre WFH
Flex hours on Friday