Consulting and Planning

WFC Resources will help you transform your workplace.

Each organization has its own unique needs, style and culture. Our 22 years of experience have taught us to listen carefully to your management and staff, search out best practices and work with you to determine how best to create the transformation you seek. Our model for fact-finding and needs assessment includes . . .

Interviews

A WFC Resources study will include interviews with top management and human resource staff to learn more about their thoughts, opinions and concerns, and the interventions they believe would make the most difference.

Benchmarking

We'll study other similar organizations to learn about best practices and results.

Employee focus groups and needs assessments

What are employees saying about the organization? What do they really need in order to be committed, excited about your mission and engaged in the work? What stops them from maximizing their potential? Our unique experience will ensure that focus groups bring you the information that leads to effective action. Our Human Capital Survey has been tested and developed over the years with the help of a score of Fortune 500 companies. Read about our other assessment tools.

Analysis and recommendations

We'll work with you to analyze results, make recommendations, and provide you with a clear path for action and a strong business case. Then we'll help you prepare your case to present to your executives.

Developing and evaluating new programs and practices

Once recommendations have been accepted, we'll help you set measurable goals, develop programs and put them into action.

Click here to see some of the organizations WFC Resources has helped to develop a comprehensive and effective work-life program.

Search

Our Clients Say...

“WFC Resources consulting services taught us that work-life is a business issue and helped us learn us how to deal with it as a business issue.”

Mike Chapin, Workforce Diversity Consultant,
Xcel Energy

“I've been getting good feedback. Both employees and managers are finding the training informative, helpful and fun. Just what I'd hoped for!”

Nancy Montgomery, Memorial Sloan Kettering Cancer Center

"Thanks for the print copies of your Newsbrief issues. The content and quality of your newsletter was fantastic...we have already subscribed!"

Nicole Raymondi, ENI Dynamic Work/Life Solutions

"Such incredible information! Monumental, truly." Dr. Sandra Burud, FlexPath

"What a wonderful resource you are for us . . . thank you for the great info. We are just starting to establish our process and we will keep you informed. We really appreciate your expertise." Peggy Rivedal, Manager of Health Services, Mutual of Omaha

"WFC Resources proved themselves invaluable from the first time I used their services. Within seconds I was finding exactly the types of articles I
needed . . . their database saved me what would have been many hours trying to locate the data I needed from other sources." Carla Moquin
President, Parenting in the Workplace Institute

Latest Research...

20 years of research finds telecommuting benefits everyone
An analysis of 20 years of studies has found that telecommuting has a "clear upside" and a positive impact on performance, turnover and stress. Penn State researchers Ravi Gajendran and David Harrison looked at 46 studies involving more than 12,000 employees. Their report divided the telecommuting experience into three themes: psychological control or perceived autonomy, telework’s effect on the work-family relationship, and the potential for damage to relationships at work. They found that autonomy and control over how the work was done was a major factor in increasing worker satisfaction. That sense of increased autonomy may have been at least partly responsible for the increased performance, decreased stress and lack of interest in quitting. Telework also improved work-family balance, helping workers manage the often conflicting demands of work and home lives. Women remote workers actually found they received higher performance ratings and their career prospects improved rather than worsened. Relationships with managers and co-workers didn’t suffer as long as employees worked away from the office fewer than three days a week. The report is called, "The Good, the Bad and the Unknown About Telecommuting."
AMERICAN PSYCHOLOGICAL ASSOC., 11-15-07

Learn how you could read more articles like this by subscribing to the Work-Life Newsbrief . . .

Subscriber Services

Site Menu: