Working from Home & Employee Trust – What’s the Problem?

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This is a very interesting read.  One of my constant findings as we delve into the world of finding the balance between our professional and personal lives, is employers distrust their employees.  This article highlights some really interesting points about how business needs to adopt the way different people work.

It’s not about presenteeism, it’s about results, output and delivery of business requirements.  Employees who are known to business seem to have better results in obtaining flexible working arrangements.  But if you’re re-engaging in the workplace, how do you manage your flexible working arrangements as a negotiation tool?

How is your business managing this?  Are your Managers’ equipped to manage staff remotely, flexibly, or in fact, at all?

FlexConnect engages, equips, empowers people and organisations to work flexibly.  Don’t miss this wave of engaging and empowering your people.  FlexConnect – TODAY.

FlexConnect.com.au

Click Here for the full article

 

 

Ladies: Put up your hands for Board positions

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I’ve been accused of saying the term “crusty ball sack” far too often in our PodCasts on Chewing the Fat on Flexibility much to my dear Leonie Green’s chargrin, but Luke Sayers says it all.

Board’s are suffering due to their innate conservatism and incestuousness. Women add value, they don’t detract. It brings up the whole question of “quotas” and “targets” and the ongoing struggle of women who are battling to get on Boards.

I attended a KickStarter Board Breakfast recently and one of the key takeaway messages was this – Put your hand up and tell people you’re interested! Women, it’s time. Put your hand up. Generalist skills are being more valued than the structured risk, accounting, legal backgrounds. This is a really interesting and I think brave stance by Luke but one that I’m applauding!

Click Here for a great read

New PodCast: The Whole Package

CarPool Karoeke

What do you get when you put a Car Karaoke Queen who is a HR Guru together with a Travel Queen & highly intelligent CPA/IT/Business Transformation Specialist ….. you got it, The Whole Package.  We are delighted to introduce to you Sharna Peters and Deanna Spowart, the newest and brightest combination to hit one of Australia’s well known organisations right between the eye balls, in a totally awesome way.  The Job-Share Dynamos!

Deanna & Sharna are Job Share Partners in their workplace and they talk us through the dicy, amazing, often sizzling world of Job-Share.  The insights, laughs, intelligence, thought and results that these ladies bring to the table will give you goose bumps.  This is a warts and all look at how they’ve manufactured the path of Job-Share within an organisation that absolutely raves about all things flexibility, and they are pioneers in their space.  They very much remind us of our PodCast “My Work Wife” and we hope you enjoy the effervescence of these two, and you learn and glean tips of how much hard work they have put into making their Job-Share work, and work well.

 If you hang around at the end, there’s a little surprise for you, something you might be able to sing along to …. and that’s all we’ll say!

Click here to listen to the PodCast: The Whole Package

 

A Friendly Reminder: Flexibility should be for everyone

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“Let’s make those who don’t want children, have already had children or may not have children for many years feel like their lives outside the office matter, too.”

This is a lovely reminder that Flexibility needs to be adopted by everyone in an organisation …. Join the FlexConnect Team today to equip you in introducing the Flexibility Model for your Organisation, for Everyone!

 

https://www.linkedin.com/pulse/flexibility-everyone-helen-butler-1?published=t

 

 

Guys – Get on Board the Flexibility Train. All Aboard!

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There’s only one way the lot of working women is likely to change, according to the director of the Workplace Gender Equality Agency, Libby Lyons, and that’s for men to take more time off.

Come on guys, we know how hard it is to stay at home with the kids, that’s why the majority of you buggers do the full-time work and minimal housework.  This is not a criticism, it’s been the way of our times for a long long long (too much?) time.  But times are a changing, don’t you want to be more involved at home?  Hang out with the kids, do those lovely housey chores you agreed with your partner to do, and let your partner enjoy some professional and personal satisfaction too?

What, you do?  Times are a changing, for women and men.  The dialogue has started, the tide is slowly changing, and we recognise it’s hard for everyone, blokes and ladies, to get the mix right, but we’re talking about it right?  Agreeing to trial some changes, take more responsibility for different things in our life to support our partners’ professional lives, personal achievements and wellbeing as well as contributing significantly to the harmony of home?  Well, I reckon we need to tackle the issue together.

“I firmly believe that the way we are going to get real change in this area is by men embracing flexible work practices for themselves,” Libby Lyon, head of the WGEA says. “Challenging themselves in saying that actually I don’t have to sit at my desk between 8am and 6pm, that there is another way of working that I can be as productive, if not more productive, and as happy, if not happier, in my work by challenging and changing the way that I work.”

FlexConnect works with you, your Managers and your Organisations to equip, engage and empower you all for Flexibility.  Need a hand or just trying to get your head around how Flexibility can work for you –  reach out today.

https://www.theguardian.com/sustainable-business/2016/may/30/workplace-equality-depends-on-men-embracing-flexible-hours-says-gender-office

 

https://www.linkedin.com/pulse/guys-want-drive-flexibility-train-itll-make-world-you-helen-butler?trk=pulse_spock-articles

Terrified of being pregnant? You’re right, you shouldn’t be, but it can be a roller-coaster ride.

Hmm

This is such a daunting and sad read, you’ll gasp at the outright absurdity of perceptions displayed here, or maybe you won’t, maybe this has happened to you before.  For these women who are just like us, yes, just like you and me, smart, educated, business savvy and highly competent, our system has let them down, our society has let them down.

Regardless of whether you are pregnant or not, starting a family or not, sometimes we can all suffer from a crisis of confidence.  BUT, the reality of being pregnant in the workplace and the stigma that society sticks to pregnant women is not right. 

We still have brains, capacity, something to offer.  We are growing a baby, we haven’t lost our minds, our ability to think, to work, to produce results and to contribute to society, our employer, our family and community.

These stories are truly horrifying, heart-breaking even.  If you or anyone you know experiences this type of discrimination, you have rights.  Fair Work Australiaand Inspired People Solutions can help you.

Katerina Schneider, CEO and founder of Ritual

“My husband is an entrepreneur, and we started companies and were fundraising at the same time. He had a totally different experience and went straight into the office the day after the baby was born. I raised money from Upfront Ventures, Troy Carter, FF Angel, Rivet Ventures and others, but it sounds better outwardly than my actual experience. The first VC told me I shouldn’t start my company because his wife stopped working when she gave birth and that I will too. It didn’t feel great, and it was someone I really respected. I went on to raise the $1 million round, but it was really, really hard. Recently, we were a finalist at TechCrunch Disrupt in New York. I had to pump in between sessions, and it took them hours to find me a room. It was cold without a table or anything. I asked for another room, and they put me on top of a broken escalator. My milk got flagged at the airport, and we missed the flight, and I was trying to rehearse over a screaming baby. Compare my experience to that of the 18-year-old who won.” 

Na’ama Moran, CEO and founder of Sourcery

“My investor called me to say he was happy for me but concerned I wouldn’t be able to raise money while pregnant and questioned if I was the one to do it. I was concerned investors would have biases about it, and I brought it up with one of my board members. He said something I cherish: ‘If they’re going to have bias, these are not investors we want to have involved.’ I think the only thing that will make this a nonissue is having more female CEOs. Life and work have to work hand in hand. What should be possible is for us to combine life and work in a way that doesn’t distract—to work from home, bring the child from work, etc. I plan to bring my baby to work and turn the extra room into a nursery. One comment I saw about this on Hacker News said something like, ‘If someone would tell me they’re going to have a new hobby and invest half of their time in that new hobby, I would not invest in them.’ If there’s something we need to eradicate, it’s that. Having a family is not a hobby.”

“One comment I saw about this on Hacker News said something like, ‘If someone would tell me they’re going to have a new hobby and invest half of their time in that new hobby, I would not invest in them.’ If there’s something we need to eradicate, it’s that. Having a family is not a hobby.”

Nirupama Mallavarupu, CEO, CTO and founder of MobileArq

“I got fired from Sun Microsystems while I was on my maternity leave. And later I found out that they fired a lot of women who were on maternity leave, but there was no way to prove this for us. In fact, we could not even communicate with anyone who left the company in those days because this was pre-Facebook and pre-LinkedIn.” 

(Sun Microsystems was acquired in 2010 and therefore unavailable for comment.)

Arry Yu, founder of Giftstarter and MommyFounders

“When I became pregnant in June 2015, we were still in the startup hustle, and I wasn’t trying to get pregnant. I was like, ‘I’m screwed.’ And then I got into the 500 Startups accelerator, and I was like, ‘How can I do this?’ I didn’t want any opportunities from the accelerator to not be offered to me because I was the pregnant lady in the room. I did research, and most of the advice I found online said, ‘Do not under any circumstances tell people you’re pregnant if you’re the CEO and fundraising. It’s a death sentence.’ So I tried to hide it until I couldn’t anymore. I eventually told them, and they asked why I wasn’t happy. I said I was scared that no one would talk to us or fund us if they knew. We did get some investors to join us, but they either knew me or had some history with me. We also got investments from two people I’d never met, but we only Skyped, and they couldn’t see I was pregnant. Investor meetings where I was the only one in the room—and it could be any reason—but we didn’t get interest from them. Then I had Joel, a big bearded, tattooed guy who works on products for us, join me, and those meetings went really well. They obviously didn’t want to ask if I was pregnant, and they probably spent 20 to 30 percent of the time hearing me out, and the rest of the time they were focusing on Joel. We got second and third meetings. They said they’d talk more in the spring. Maybe they wanted to see how we did over the holidays? Or maybe they wanted to see how the pregnant CEO makes it through?” 

Hilla Ovil-Brenner, founder of Gling Media and Campus TLV for Moms

“I am a serial entrepreneur, now for the third time, and women’s entrepreneurship is my mission. I founded WhiteSmoke, a technology company that is public today, and went out on a journey to raise funds for the company. The only problem was, I was nine-months pregnant, and most investors didn’t really see that as a huge advantage. Some investors just said it out straight. Others asked personal questions. To be honest, I could sort of understand them. They assumed that once I gave birth, I would go on leave, and the company, which was just starting, would be left unmanaged. This was not the case, of course, and I was very adamant. I got the investments I needed and found myself on the way to the delivery room typing out emails to investors. There was no way I was going on leave.”

Ritual founder and CEO Katerina Markov presents onstage during the finals at TechCrunch Disrupt New York. Earlier, she had been pumping breast milk on top of an old elevator. (Photo: Noam Galai/Getty Images for TechCrunch)

Jamie Kantrowitz, investor and co-founder of Women’s Collective Giving

“I used to run a tech accelerator in LA, and then I worked in early stage funds. I saw hundreds of young companies, and during that process, I became a mother. Some people feel like like no matter how talented someone is, that if they were a mother or pregnant, there would be a resistance to funding them the same way there wouldn’t be resistance to funding a younger, less-attached entrepreneur. I don’t remember if I’ve ever taken a pitch from someone who was pregnant, but I certainly have people I’ve invested in who have since had babies. I think that any founder is afraid to tell their investor they’re taking time off to do anything else, no matter how well established the relationship is. And I have definitely experienced female founders having the immediate reaction to tell me, ‘Oh, I’m not taking that much time off,’ or, ‘I’m going to be able to work through it.’ And the lucky thing with me being a mother is that I respond with, ‘You don’t have to say that to me.’ I think there’s an American cultural startup idea that you have to work 24 hours a day 365 days a year, and there are some people that still really prescribe to that. Whether you are having a baby or you’re sick, and in particular yes, with people who I funded who had children, there is always this nervousness when it comes to the conversation.”

Sofya Polyakov, CEO and co-founder of The Noun Project

“Three years into my company, I became pregnant. I kept it to myself for three months, and I was really, really nervous to tell my investors—not because of anything they’ve said, just because women have a fear they’ll be seen as not participating fully after having a baby. For sure I would’ve been even more nervous if we were fundraising. There are laws against discriminating against pregnant women when hiring, but that doesn’t apply to investors. I told our lead investor Craig Shapiro first. He was incredibly supportive and helped me come up with a plan for what to do with taking time off. I shared with him my concern of talking to other investors, and he was encouraging and said, if anyone has a problem, to tell them to talk to him. I sent an email to the rest of the investors and had really positive feedback. I ended up having a pretty difficult pregnancy and had to be on bed rest and in the hospital for a while before my baby was born, and he was born prematurely, so I was away from the office for a lot longer than I anticipated. I took two months off and then went back part time. I feel like women feel they have to provide that explanation or drawn out reason why they can handle it, but it shouldn’t be necessary. It’s very difficult to focus on both, and I don’t think it can be denied that it’s different for fathers. Of course investors expect women to be putting in more work with the baby. Until men can grow boobs, that’s just what happens.”

“They just feel this conflict of, ‘Should I be doing this?’ It’s so frustrating because men just don’t have that.”

Natal Q*

“I have started a few companies. While co-founding one, I became pregnant. I told no one—not the VCs, not my male co-founder, not the colleagues I had recruited. My co-founder was a nice young man with a newborn infant and 2-year-old, and I was undergoing fertility treatments at the time we met. We started the company and were still working from home when I became pregnant. Then the company got office space and at 10 weeks, I had a miscarriage. I hemorrhaged so badly I lost literally 50 percent of my blood and had my life saved in a trauma center. Having not told my co-founder that I was pregnant and almost died from a miscarriage, I found myself unable to explain why I spent the first official month in the office excruciatingly exhausted from severe anemia. I was determined to be a mom, so I got pregnant again. Then two more men with young children joined the company, and they were always tired and cranky because of the late-night demands of parenting. I miscarried again at work and left early that day, still not telling anyone. I didn’t want my priorities questioned because they would not have been for the men. I didn’t want the VCs or my co-founders to close doors for me because of what might or might not happen in the future. I did my job and tried not to bring my emotions to work, but it’s a startup—you’re sitting within three feet of the same five men all day, and my co-founder was getting increasingly angry with me. I did fertility treatments again, and this time, I had the eggs extracted and fertilized, putting my mothership on hold so I could focus on the company. The week before we began a serious design scrub, my CEO fired me with no warning, saying, ‘This wasn’t the way I thought it would be with a co-founder. I feel like we should have more trust.’ Turns out, he’d wanted to be bros with his co-founder. He pretty much proved that day that I had been 100 percent correct to withhold confidences from him.”

Nikki Ricks, founder of The Village

“When I first had my baby, I needed a place to work. I was researching coworking places and saw that there were a ton but none with child care. I started hosting pop-up coworking with child care but realized it was inconsistent and tough to launch my own. So I changed it to a model connecting existing daycares to existing coworking spaces nearby. This industry is so tough, and we’re at this really tough standpoint for women. If they want to have a startup, do freelance or do something less traditional than a nine-to-five with benefits, it’s tough to navigate, and there’s not a lot of support. Outside of the coworking, I work with a lot of early businesses, many owned by moms. Motherhood always comes up. They just feel this conflict of, ‘Should I be doing this?’ It’s so frustrating because men just don’t have that. And I think they are getting more aware of those types of issues, but in general, no one is asking the man who is taking care of his kids, but women get that all the time. I do feel like we’re coming into this age of having a lot of opportunities for ourselves, but I think women definitely get squeezed out when they take three months of maternity leave. But women just need to own it and do whatever they want, and I think they feel torn.”

Weleet co-founders Erin and Jennifer Gore with their baby Nash on Memorial Day.(Photo: courtesy)

Jessica Thiessen, “starting a family: will return to regularly scheduled programming circa 2017,” reads her LinkedIn

“I got pregnant while in the middle of a job change, and exhausted by the unproductive job hunt and daunted by the reality of bringing a baby into the world, my husband and I just automatically made a plan to be able to weather the time on a single income because the mere stigma of being unhireable seemed insurmountable. We felt it wouldn’t be possible to find a good job in my field within a realistic time frame, where I could actually contribute enough to build my career before the baby came. I struggled with intense nausea every day throughout the first trimester, which felt like a physical reiteration of this concern. By the time I hit the second trimester, I was frustrated and anxious to try and find work but then felt it was too late. We are now five weeks from our due date and have talked about just embracing the circumstances and having me stay home with the baby while we try to make him a sibling. It seems to make so much more sense to just go for it all at once than to try and go back to work only to have to stall the career again for a second baby. I can imagine finding part-time work that will allow me some flexibility to be home, but I find myself really battling the disappointment that my executive career just feels at odds with my idea of being a good mom.”

Erin Gore, co-founder of Weleet

“We launched when I was seven-months pregnant. We weren’t going to compromise our family timeline, but it was like now we have one salary and a baby. You’re not just playing with your own life. The other piece that Jen [Gore] was alluding to was that, as a person carrying the baby, in the startup world and corporate New York, there was a very different set of expectations on me. I think there was definitely the suspicion I wouldn’t be as focused on my work. All soft terms, nothing specifically said, but I felt it quite heavily.”

Jennifer Gore, co-founder of Weleet

“I feel like I got the easier end of the stick because I was obviously not the one pregnant. I tend to identify as his Baba because I identify differently on the gender spectrum, and I tend to get a different type of treatment, but I am obviously treated just like a woman. So I see things from both ends sometimes, so I felt, for me, it was almost beneficial to have a spouse who was pregnant, especially with a lot of investors who have children. I could go in and say, ‘I have a child, and I’m building this business,’ but I wasn’t carrying. I will say now that Erin has gone back to work from maternity leave, our arrangement is that I take care of Nash during the day, and I feel more of those challenges. I had an investor meeting scheduled, and I said, ‘Oh by the way, I’ll have Nash with me,’ and it’d be like, ‘Oh, my schedule changed.’ No one comes out and said it’s because of the 6 month old.”

Names marked * have been changed.  All interviews have been edited and condensed.

The strange thing was on googling a pic for the cover of this post, I entered the words: pregnant woman working – all of first page of pics (bar 5) came back with women sitting at desks on their computer or phone.  Not one had her walking around, lecturing, doing manual work (there were some kick ass Mummas-to-be doing some amazing workouts) but none that I found empowering.  The one I put up, well that’s controversial and I’m not sure how I feel with the use of the word handicapped, but it makes a point right …… our perceptions still need changing.

FlexConnect.com.au.  Change now.

InspiredPeople.com.au  Change now.

https://www.linkedin.com/pulse/terrified-being-pregnant-you-shouldnt-can-ride-your-life-helen-butler?trk=pulse_spock-articles

Flexibility – A Success Story!

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With Australia’s ageing population and changing labour market, taking on a flexible approach to work is a critical component of your attraction and retention strategy. In a flexible workplace, employers and employees work together to decide on working arrangements such as hours of work, work location and the way work is carried out.

It means thinking creatively about how working lives can be planned to match individual and business needs.

Recently, one of my clients provided the following commentary on her experience embedding flexibility into the workplace as a retention strategy. This is her story.


Essentially, I began looking at flexibility for my team after being provided with flexibility during and after my three maternity leave periods, allowing me to balance school, kids’ sport and work. This was one of the key drivers to remain where I am.

I see the way in which my managers have allowed me to balance work and family as ‘having my cake and eating it too’.  Given the anchor point this has on my retention, I figured it was one strategy I could implement for my team that would create a point of difference. I was a little proactive, implementing changes to create the opportunity before being asked by the team.”

In the past 2 years:

  1. I’ve moved the team from a paper-based office to a paperless office, and from desktops to laptops. All our ICT programs are web-based, which also means we can get real-time access to any of our information as long as we can access the Internet.
  2. I have a number of mobile Wi-Fi connections for the team to ‘book’, and those who have regular arrangements have a dedicated mobile Wi-Fi.  We also utilise phone technology, which means our team can answer their desk phones via their laptops (don’t ask me how it works, I just know it does!).
  3. I trialled the work from home option and flexible work times with the team for three months on the basis that anyone in the team could request to work from home or alter their start/finish times. It was proposed on a ‘one in, all in’ basis – i.e. if we could all get it to work, we would explore how far we could extend this opportunity.

The trial brought the team closer together, with everyone proactively identifying the challenges of the flexible arrangements and coming up with solutions. Most importantly, it was clear that everyone in the team was equal, and had an equal right to work from home.

Workplace flexibility is often directed at working mums, but only two thirds of my team are parents. Others in the team have used the new arrangements to be at home to work around contractors, drop pets at the vet or fit in a round of twilight lawn bowls in summer. Whatever the reasons, so far the system has not been abused, the team has taken less sick leave, and they have turned down job offers when approached – instead they tell me what the other job didn’t offer when compared to ours. Many are even more productive from home.

So far then changes have been effective, but we do continue to review and ensure it’s still working well. The team are open and honest about what has been challenging.  We’ve been together for around three years now, so there is maturity within the team to provide and receive feedback without taking things personally, which I think has been a key aspect to this working.

Whether it would work with a team of newer team members or in roles that aren’t as defined and workload/productivity easily identified, I’m not so sure. I guess I’ve found what works for the team at the moment and the challenge is trying to stay ahead of our competitors to keep my team together.


This is so encouraging to hear and see in action! Employers who provide flexible working arrangements create an environment where employees can be productive while still being able to meet responsibilities outside of work. This increases trust, retention, workload and output.

Attracting more women to you workforce – this is one way to do it!

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ABS has done a major recruitment drive during 2015 and made some major inroads in increasing gender diversity.

Success!  

43% of women are in senior executive roles as compared to 21% in 2014.

How did they do it?

A few things.  First, they introduced new recruitment measures – removing names and genders from CVs. The other thing they did, They asked women what they wanted.

Imagine that!

They started designing jobs that met the needs of employees: with flexibility, work from home options, and the ability to work from another office. Hiring staff were directed not to make assumptions about what women want and to encourage women to apply.

Looking to hire women? OR, looking to increase flexibility requirements in your workplace?

A few tips:

  • Cut the assumptions.
  • Ask female AND male candidates about their ideal working scenario.
  • Make the shortlist ‘blind’
  • Address language on the job description
  • Take a good, hard look at your company website.
  • Create a gender-balanced interviewing panel.
  • Introduce a formal mentoring scheme.
  • Show you’re committed to hiring women by offering great entitlements.

FlexConnect equips and empowers Organisations, Managers & Employees for Flexibility.  Take our diagnostic to see how you’re equipped for flexibility.

http://www.womensagenda.com.au/talking-about/editors-agenda/item/7068-how-to-double-women-at-the-top-in-just-a-few-months

 

https://www.linkedin.com/pulse/want-attract-more-women-your-workforce-read-helen-butler?published=t

Flexibility & Getting the Best from your Employees.

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Flexibility is becoming more and more common in organisations but we need to be equipped: Everyone needs the tools and knowledge to have a major impact on successfully re-negotiating the workplace productivity and participation: Organisations, Managers & Employees.

“Part of the solution is improving how we work together and how we can get the best out of employees. Anything that enhances how we collaborate will eventually impact the bottom line and tech is an important element that contributes to this.”

Communication in person is also a vital key to ensuring a harmonious, functioning and collaborative workplace, not just banging out emails and hiding behind 4 walls.

Transforming workspaces and IT infrastructure are making it all the more possible to have flexibility in the way you work.  It’s been found that 25 hours/week is the ideal time for being inspired (https://www.linkedin.com/pulse/25-hours-workweek-peak-performance-helen-butler?published=t), collaborative, consultative, and why not do that in a high functioning team environment.

Managers now have to manage to results, employees being KPI and results driven rather than hours driven.

Are you equipped?  Why not request our Toolkits or take our Diagnostic on how ready are you for Flexibility?  FlexConnect: Equipping Organisations, Managers & Employees for Flexibility.

http://www.afr.com/news/special-reports/culture-tech/flexible-working-practices-essential-for-success-20160515-govh6i#ixzz48t1yVVrQ 

Working 25 hours/week = Peak Performance

3 day work week

 

A new study has found that working overtime can hamper your brain’s function more than not working at all.

The optimum number of hours to work in order to keep the synapses firing, is 25 hours.

Australians are working far too many hours, according to Colin McKenzie, Economics Professor at Keio University in Japan.

So if you’re working more than three days a week, you may want to start going home early on a regular basis.  Tell your boss it will be worth it thanks to the increased productivity you’ll be able to achieve.

As a nation, we are known for our strong work ethic and long hours, with official figures showing that about 8.2 million Australians work full-time and 3.8 million work part-time.

For every hour worked beyond the optimum 25, there was a steady decline in cognitive function.  Men and women showed the same results in the study.  There are so many cracking yarns to be had here at the impact this will have on our social make-up, stigmas men and women carry for the part-time v full-time productivity & office politics debate, but it doesn’t help the conversation that needs to happen around changing our workforce to suit our lifestyle choices better.

FlexConnect believes and endorses the pursuit of flexibility.  Our latest PodCastentitled “Family Ties – Green Eggs & Chipps” pursues the cultural observations, stigmas and gender roles that society has viewed and how current stereotypes are undergoing re-shaping.

Interestingly in relation to our ageing population, The Melbourne Institute study examined 6500 Australian workers aged 40 and over, testing them on their working memory, linguistic skills, concentration and information processing speed, and cross-referencing the results with data on their working hours.

The study authors noted that their results may impact on the “use it or lose it” theory, which posits that older people suffer a mental decline after retirement if they do not keep their brains active.  So, how do we keep this demographic engaged, contributing and healthy in our pursuit for lifestyle satisfaction.

http://www.news.com.au/finance/work/at-work/why-you-should-go-home-early-today/news-story/ba07ead354416c3146ccac6061084ead