Signs That You’re Being Manipulated In The Workplace

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  string(67) "“It’s a Wrap” is the Siren Call for Filmmakers like Rachel Ye"
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When the director or the first assistant director makes the call, either the shooting day is done or the film has finished.
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So, when filmmaker Mingzhu Ye (Rachel) made the call on the last day of her comedy short film Table for Four, which she wrote, produced and directed, it was powerfully emotional. She recalls, “What impacted me most was that when I finished the last shot, I shouted ‘It’s a wrap,’ and my heart almost burst and tears of joy broke out. I couldn't stop from crying.”
Producer/director Rachel Ye is on a roll. She has three new short films in post-production, including Corn, Dolly, and The Woman in The Darkness, and has plans to start her “own production company this year, so that I can develop more business and start to produce some big movies, TV series, music videos and commercials.”
With a Bachelor’s degree in Business Management, then several years on the ground learning about business as a CFO in the financial industry, she took another career direction earning a Masters in Filmmaking from the New York Film Academy. It was here, she says, “I learned almost all major elements of the film industry, such as directing, producing, cinematography, screenwriting, lighting, acting, production design, editing, sound design, etc.”



 
As a result, she has ideally set herself up to handle, oversee and produce successful movies. For example, her Table for Four was an official selection in the 2019 LA Shorts International Film Festival— a festival that has all the qualifications of Academy Award, BAFTA and Canadian Screen Award. And the movie recently won an award in the 15 Minutes Of Fame Indie Film Festival in Florida and got another official selection in the Austin Comedy Short Film Festival.
Indeed, Rachel Ye has come a long way from being a top-ranked contestant in China’s most famous singing TV competition, Super Girl. At that time, she also recorded multiple tracks for the soundtrack for the TV series Journey to The West, then also performed in numerous music videos. She also performed in the movie Forever Enthralled, and in the TV series The Legend of Yang Guifei.
Now, she’s getting joy by working collaboratively with others as a movie producer, helping indie filmmakers to tell their own stories:
“During my film school studies, I participated in the shooting of many works. I really enjoyed the feeling of teamwork. And, then, every time when we screened the film I was involved with, I had a sense of accomplishment. And I knew that this was the industry I loved. So, when I called ‘It’s a wrap’ on Table for Four, I couldn't help crying because at that moment, my mood was too complicated. There was gratitude, relief, excitement, a reluctance to end the shoot, and a release of hard work for so long. I hugged every crewmember. That mood and feeling stays with me. Now, I have a great passion to help independent filmmakers implement their film plans. I really enjoy the feeling helping them make their dreams come true. I live by the motto of 'more for less’ which is represented in my productions, as I strive for the least cost to create and shoot the best productions.”



Her love for Hollywood was inspired when, at a young age, she saw the big budget blockbuster historical romantic drama, Titanic, and was emotionally and visually moved:
“Titanic was the first movie I actually watched in the movie theater, and on the big screen, it really opened up my eyes. The storyline is full of different subplots and character arcs which was very emotional, And, the visual and aural feelings, along with the soundtrack, were breathtaking. When I first began studying languages in Los Angeles, I had opportunities to visit famous landmarks seen in movies, and also to view many more Hollywood movies, which helped me learn more about Hollywood culture. Although after that, I lived in New York City for several months, I still had a deeper feeling about Hollywood. So I decided to move back to LA.”
Now, reflecting on the three newest films she has produced, she feels extreme pride talking about them as they move towards release:
“Corn is the first black and white short film I produced. The story is about a 14-year-old boy struggling to hide his infatuation for a single mom for whom he babysits. But after witnessing the unfortunate circumstances of her situation, under the controlling thumb of her boyfriend, he takes it upon himself to become the responsible man he thinks she needs. Dolly is the second black and white short film I produced. On the day before Christmas Eve, an 8-year-old girl witnesses her father run away from home after a furious fight with her mother, and she finds herself playing a happy daughter to hold up a perfect family image in front of her relatives. The co-directors of these two films are a couple who are very talented directors with whom I’ve worked many times. With these two films, which are almost ready to be sent to film festivals, we also have plans to make them into feature films. The third film, The Woman in the Darkness, is the first experimental film I’ve produced, and is about a woman who’s been living in domestic violence for a long time. I used almost the same key crewmembers as the first two films. And, we will be jazzed to see them play on the big screen.”
And, watch out for Rachel Ye to be calling out “it’s a wrap” more often going forward.



 
Stay tuned for the upcoming release of Rachel Ye’s Corn, Dolly, and The Woman in Darkness. Check out movie clips, photos and career updates on her website, and on IMDb, and follow her on Instagram and Facebook. 
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If you’re considering becoming a taxi driver for the flexibility it offers, you’ll need specialist taxi insurance cover, sometimes referred to as private hire insurance.
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Our guide will give new taxi drivers a quick overview on what they need to look for. Once you have all the relevant information, you can start saving money by comparing cover with Utility Saving Expert.
Taxi insurance is designed to cover your vehicle while you’re working, there are also optional add-ons such as public liability insurance and business interruption cover that you can include. Not only is standard cover a legal requirement, but it can protect you in the event of suffering a financial loss.
It’s easier than ever to find the right policy that will meet your needs. If you’re starting a new career as a taxi driver, the first thing to know is that a standard car insurance policy won’t cover you for your work. For this reason, a taxi insurance policy will be needed to allow you to use your vehicle for business purposes.
When searching for cover, you will often come across the term ‘hire and reward’, this legally allows you to carry passengers and goods in your vehicle in return for payment. There are two common types of cover you will come across online, these are:
Public hire insurance – Public hire vehicles are recognisable across the world, think London’s black cabs and New York’s yellow cabs. These also cover any type of taxi that is able to be hailed down the street or pick up passengers from a taxi rank.
Private hire insurance – Private hire vehicle journeys must be booked beforehand, and you’re unable to pick up passengers from the street. This is also applicable to Uber users. 
What Types of Taxi Insurance Cover is There?
A standard level of taxi insurance is a legal requirement in the United Kingdom. However, you do have the option of purchasing a more comprehensive policy to ensure you’re covered in the event of an incident.
Generally, there are three main levels of cover you can choose from. These include the following:

Third-party only
Third-party, fire and theft
Comprehensive

Third-party only – This is the standard level and a legal minimum requirement. This will cover you in the event of an accident that you were at fault for. It provides compensation for damaged caused to property and injuries to others. Remember that this level of cover does not provide compensation for any damage to your vehicle.
Third-party, fire and theft – This covers the above, in addition to providing cover if your vehicle is damaged by fire or stolen. Remember that this level of cover does not provide compensation for you or your vehicle during an accident.
Comprehensive – This covers the above, in addition to providing cover damage to your vehicle. Some policies will even include accidental damage and medical bills as part of their comprehensive policy. This is the highest level of cover available. 
We highly recommend that you consider a comprehensive level of cover as it will cover you for the majority of things you’ll need. However, it’s important to carefully read your policy documents so you are aware of any exclusions and limitations that may be applicable.
What Optional Extras Do I Need to Consider?

Public liability insurance
Personal use
Breakdown cover
Legal and medical fees cover
Loss of license cover
Telematics insurance
Windscreen cover

How Much Will Taxi Insurance Cost Me?
It usually costs a lot more to insure your vehicle for taxi driving purposes than it does for personal use. Normally you can expect the price to be more than double.
This is partly due to taxi drivers being on the road for longer periods of time and covering larger distances in any single day. This increases your risk factor. Someone who spends more than 40 hours on the road is more likely to be involved in an incident when compared to someone who only uses their vehicle for short personal travel.
It’s not possible to provide an exact estimation for how much a policy will cost as there are a number of different variables, referred to as risk factors by insurance companies.
Here are some of the main risk factors that will affect your taxi insurance premium:

Number of years you’ve held a valid driving license
Claims history including any no claims discount you’ve built up
Personal and commercial driving history
Driving convictions and any points accumulated on your license

Other personal risk factors include:

Your age
Where you live and where you will be working
Your vehicle make and model
Vehicle age and mileage covered

How Can I Save Money on Taxi Insurance?
There are a number of steps you can take to save money on your new taxi insurance policy.
Compare Quotes Online
Like with any insurance product you’re going to purchase. One of the best ways to save money is to compare quotes from leading taxi insurance providers using an online comparison website. Once you have your personal and vehicle details ready, it will only take a few minutes to find the right level of cover for your needs, giving you all the essential information you’ll need to make an informed decision.
Drive Safely
It’s no secret that if you choose to drive sensibly, you’ll be rewarded with cheaper cover. It’s your responsibility to demonstrate that you’re a safe driver and not a danger to others on the road. Having a clean driver’s license and zero driving convictions will help you in this regard.
Choose a Suitable Vehicle
It’s nice to have a high-quality vehicle that is comfortable for both you and your passengers. However, avoid high performance, modified and/or imported vehicles because it will cost more for the insurer to replace these. We recommend vehicles from car manufacturers that are well known to be highly reliable and can be maintained and serviced relatively easily. 
Pay Your Premium Annually
Many taxi insurance providers won’t charge you extra if you’re able to pay for your premium in one lump sum. Insurers normally charge extra if you choose to pay by monthly instalments. However, it’s important to note that there are providers that won’t charge you extra for paying in instalments. 
Telematics Insurance Policy
New drivers should consider a telematics insurance policy (sometimes referred to as black box cover). A small device will be fitted into your vehicle which monitors your driving behaviour, and encourages safer driving. If you can prove to your insurer that you are a responsible driver and less of a road risk, they will lower your premium.
This is just a quick overview for new taxi drivers who are looking for a policy. It’s important to remember that you purchase the right level of cover for your needs, and make sure you carefully read the terms and conditions which will outline any limitations and exclusions that will apply.
We hope you drive safely and wish you every success in your new career.
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Why do we sometimes feel so stressed, frazzled and depleted?
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Because we don’t properly manage our work, hence, our energy. We don’t structure our day the way it is meant to be. That’s the productivity secret we have been missing — mapping out daily, monthly priorities.
Prioritize Ruthlessly
Prioritization is directly related to getting more out of the bounded time that you’ve got each day. It can be a boon to you for everything from productivity to time management to work-life balance.
Not able to prioritize your to-do? Start using ProofHub.
Being productive is not about doing more, it is about doing less by focusing on the tasks in the right way, that is, prioritizing.
Laura Stack, global productivity expert, in her book, What To Do When There’s Too Much To Do, says you need a method that helps you consistently organize your life around the tasks that really matter and let go of the ones that don’t.
When it comes to prioritizing, everyone has their own way to do. My favorite is prioritizing everything using ProofHub. ProofHub is a project management solution that not only allows you to manage your projects but also to PRIORITIZE tasks to make sure your tasks are done at the right time. Here’s what all you can do using ProofHub to bring up your productivity level.
1. Stay in Loop With What Your Work Is
Business guru Stephen Covey once said, “When people are clear about the most important priorities of the business, they can prioritize their work around those top priorities to be more productive, and discover to have the time they need to have a whole life.”
This is the very first step whenever you are working over a project — know what actually your work is. Make a list of things along with any deadlines you have. While you do this, you will know ahead what is important and what is not. Also, you’ll be supported by your work.
By doing this, you’ll be able to divide your work into; today’s task, recurring tasks, and projects.
2. Which Tasks Are Important, Urgent, or Both
Important means “characterized by notable worth or value” and Urgent means “asking for instant attention.” Most of us have trouble in categorizing our tasks as per importance and urgency because it is difficult to distinguish which task is urgent is which is not.
According to the Eisenhower Method of Prioritization, a matrix-based solution to the fight between urgency and importance, you can easily prioritize your tasks from one project you’re working on and put into the four quadrants:

Critical and Urgent (Do it now)
Critical and Not Urgent (Decide: schedule a time to do it)
Not Critical, but Urgent (Delegate: who can do it)
Not Critical, nor Urgent (Delete it)

When you are done with this label, it will help you in decision-making and you can focus on what really matters to you. ProofHub comes packed with features where you can prioritize your tasks over a to-do list, set deadlines as per the requirements, and prioritize well.
3. Create Your To-Do List
Brian Tracy explains the importance of making a to-do list to finish every project from beginning to end. To-do list is a great way to organize everything that you have not yet accomplished for the coming day and then organize everything that you have to do the following day.
This advice of creating a to-do list might be a common one. But if you do not do it right, it will not be fruitful. Smartly prioritize your tasks by keeping a check on whatever you have on your plate. Put it on the list before you plan to do it. Your mind will remain organized when everything is organized on your to-do list. Thereby, increasing your productivity.
This can increase your productivity and output by 25% if you are dedicatedly working on the list. When you make out your to-do list, your subconscious mind will know what to work on first and what to work later.
How To Prioritize the Things on Your ProofHub To-Do List?

Break down your list based on the due dates
Break tasks down to smaller and manageable subtasks
Use custom labels to differentiate, prioritize, and organize tasks
Set time estimates to define how much time it should take
Create recurring tasks
Track time spent on tasks manually or using timers

4. Quick Communication
Whether a large or a small team, preparing priorities and communicating it to the team can cause misunderstandings, stress, and frustration. But when you are communicating well from the start to the end of a project, it can avoid troubling emotions altogether.
Staying in the loop with the team through communication will give a good chance to share how they’re feeling, what’s pulling them down, and what’s challenging them.
See how ProofHub builds up a quick communication process:

Effective one-on-one chat and group chat
Build a communication process to respond to your team’s feedback
Check-in with your team anytime, anywhere

ProofHub is a great tool to sort out your project priorities. See how.
5. Time Management
An effective time planner will bring all your data in one place. When you come up with a great plan and the ideas to put forward the project, you can prioritize tasks to make sure you get the job done faster and better.
Using a time management tool like ProofHub, where you can make a schedule to practice maximum productivity. It can organize every part of your life. You can have a bird’s eye view for all time data, track time spent for billable or non-billable hours manually, record time it takes to get work done using timers and create custom time reports of people and projects.
Conclusion
There you go! Just give ProofHub a try to see your productivity level going up. Good luck.
Author Bio
Vartika Kashyap is the Chief Marketing Officer at ProofHub — leading project management software. From contributing to websites such as The Huffington Post, Business.com, Elearning, Dzone, and The Next Web to becoming LinkedIn Top Voices in 2017 and 2018, she has recognised amazing new ways to reach the audience. She weaves stories about productivity, team building, work culture, leadership, and common workplace events. She also loves to read and travel to new places.
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Many students enrolled in colleges and universities are now “out of school.” 
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Some will be learning remotely. And closures will affect students across the educational landscape—from early childhood through postsecondary education.
This situation raises multiple questions for which we don’t have answers. Indeed, we have shuttered colleges and universities on short notice, leaving a myriad of open issues that will need to be resolved. In a sense, we are literally building the airplane for how to deal with COVID-19 (at least as relates to college students) while we are already in flight.
In this piece, I draw on my forthcoming book, Trauma Doesn’t Stop at the School Door, to offer concrete suggestions for how to navigate the present and likely the near-term future. I have written elsewhere on and have spoken about school closures for traumas, such as school shootings and disasters. So this current piece draws on lots of my existing work and experiences.
Questions: From Admissions and Budgeting to Online Learning
We need to begin by recognizing that the implications of higher education institutions shuttering and/or moving to online learning are profound and for many, traumatic. Period.
For starters, there are economic implications in terms of current and future enrollment. There are issues of refunds for tuition and room and board, paid for in advance but not utilized because the residential and dining halls are closed. There are questions regarding the size and composition of new students entering college in summer or fall 2020. Will the numbers fall? Will orientations be held? Will foreign students be able to travel to campuses? Will students of all ages decide to change their plans and work or attend a local two- or four-year college?
There are technology issues, too, for colleges and universities that do not have robust online learning. How quickly can institutions ramp up the needed technology and how effective will instruction actually be from professors who are transitioning without preparation to the online world? And are we confident that all students have the needed technology and bandwidth to enable them to engage online facilely?
Of course, even if you vacate a campus of students, buildings need to be maintained. For starters, are we clear that students will have taken all their belongings with them when they depart? Who will make sure that these physical items are protected? How will rooms be cleaned and the normal maintenance continued?
What happens to institutional planning and budgeting? Colleges can just take their existing budgets, throw them into a waste container and start over for the balance of this semester and the coming academic year (2020-21), right? But what numbers will be inserted into a new budget? Will dorms remain empty? What about planned construction projects (including new dorms)? Are payments owed under long-term food services contracts? What about faculty and staff? Will more or fewer be needed?  Will giving to the institution go up or down? Will grants, federal and state, go up or down? Will student emergency fund needs rise so sharply that they make a sizable dent into available funds?
We all get that financial changes of this magnitude are handled more easily by well-heeled institutions with robust endowments and plentiful alumni giving. But some institutions, even before the coronavirus pandemic, were struggling fiscally; we can ask sadly whether the virus will kill them if nothing else does? And ask these questions: Will institutions help each other or will each remain in their silo, navigating forward on their own.
I could keep framing questions, but I am sure readers have their own questions above and beyond those listed here. And for institutions with many low-income, first-generation diverse students, the added issues are plentiful. Housing, books, technology, work, home dysfunction, community risks. The list is long.
Consider Student Mental Health
Obviously, there is no single solution for how to deal with the myriad of questions that have arisen and will continue to arise.
But another important consideration: Once students get “home,” assuming they have a home and can get there, what will be their state of mind? Will they feel isolated? Will they actually participate in their online learning classes? What happens to students who need clinical rotations, internships and laboratories to complete their educational requirements? Sure, we can do biological dissections remotely through virtual reality and 3D goggles. What institutions are ready for that today? Will students be overwhelmed? Will they find ways to connect or reconnect with family and friends where they now are as opposed to those to whom they have engaged on campus?
Also consider that some students will become ill. Some family and friends will become ill. Relatives who live in foreign nations may be unable to get quality health care and may be unable to travel to another nation. And what if quarantines tighten so that human engagement is limited. Who will help students deal with this psychologically difficult dilemma?
Everything I have described can be traumatic.
10 Strategies for Helping Students Cope
There are five critical items/values that trauma takes away in the context of an educational setting, and their descriptions may not be self-evident or standard. They are: structure (as in the needed internal order to facilitating learning and a sense of comfort), stability (as in consistency of environment, teachers, staff and administrators), safety (as in a place where there is calm with an openness to feelings), subtlety (as in personalization rather than both homogenization and singular solutions), and someone(s) (one or more people to whom the traumatized student can attach and who believe in them unequivocally).
If we are going to help those who are traumatized by college and university closings and/or transfer to online learning (all traumatizing for many), we need to find ways to restore what trauma takes away. Stated differently, if we want to help students who have experienced coronavirus disruptions, we need to focus on instituting initiatives that restore structure, stability, safety, subtlety and someone(s).
What follows is a set of 10 suggestions that can be considered and adopted with modifications that reflect institutional and individual context, culture, community and capacity. What works for one institution may not work well for another. And what works for one individual may not work for another. That said, the suggestions as adapted should still help ameliorate trauma if they remain true to the core values that trauma strips away. (Do note: I have left out most issues surrounding actual online learning courses and how they can be handled. There are existing experts well suited to handle those issues.)
1. Offer a live daily online meeting/message to all enrolled students from the institution’s president and (not or) other members of the cabinet. This message can provide updates on the current situation on and off campus. The messaging needs to be presented calmly and it needs to be short (as in under 5 minutes). It needs to be held at the same time every day and communication of this (and the other items that need to be communicated to students) should be done through a myriad of means so they can all be brought into the loop—social media, emails, texts, calls. It should include: We are thinking of you; we are here for you; we can help you problem-solve. Above all, it needs to be honest and authentic.

2. All institutions need to set up a telephone and online hotline (and share the number widely). This will allow students to ask questions and get responses. They should be handled by human beings, not just by artificial intelligence or messages with prompts to different mailboxes. Then, the questions need to be answered, and if the person in the position to answer does not know the answer, they need to respond honestly and then get the answer and get back to the student. This hotline needs to operate 24/7.
3. The institution’s mental and physical health team members need to be available for telemedicine and telecounseling. There needs to be assurances of privacy, and there needs to be an easy method for setting up appointments. In a perfect world, existing counseling sessions could occur at the same time they occurred when the institution was open.
4. Faculty need to begin each remote class with some sort of message that helps support students. They should not just launch into the material as if nothing had changed except the mode of delivery. The message needs to be honest, and it needs to recognize that it may take a few minutes for all students to get on the same page. Topics that will be particularly anxiety promoting for students (grades, tests, labs, clinical rotations) should be addressed immediately—and the topic answers repeated on different days as reminders.
 
5. Faculty need to provide students with ways to access them outside of the online class. Text, email, phone and social media are possibilities. Students may feel a real need to connect, and since there is no face-to-face time possible, there need to be equivalents set up.

6. Faculty and staff need to identify one person who will regularly connect to each and every student on a regular basis. Some faculty and staff will already know which students have a connection to them. Other faculty and staff will need to be assigned to a student. The key here is for faculty and staff to help support students and ensure that they know someone cares about them on campus—and is there if they have questions, concerns or worries. This is a critical piece designed to establish attachment and reciprocity—and some training of faculty/staff may be needed. (And for the record, this should be an obligation of all faculty and staff during this time of need.)

7. Colleges and universities can create chat rooms with regular hours. They can have Q&A sessions at set times; they can have general “get togethers” once per week. The point is to create repeating regular events in which students can choose to participate—just knowing they are there will be helpful to some students.

8. Consider some shared lecture or presentation that students can attend (remotely) on topics of interest. Students can log in and ask questions and participate. True, this isn’t an on-campus event, but it can foster intellectual and even emotional engagement. Consider speakers from the faculty; consider outsiders who may be appealing for the students—from academics to athletes to artists. Ponder the possibility of a band concert where a band plays live (but alone), and students can log in and listen.

9. Ponder the possibility of creating some events in which students can participate remotely. These could be game shows, quizzes or scavenger hunts. There could be a shared reading or a shared viewing of a movie or documentary.

10. Be sure that all of the above-described items are on a calendar that is regularly updated and prominent. It needs to be delivered to students so they can see and feel the structure and stability that is being created. The contact of faculty and staff as described also needs to be consistent and stable and constant. Myriad forms of communication need to be established.
While different institutions will implement these items differently, the values of structure, stability, safety, subtlety and someone(s) need to be front and center. Picture these suggestions as if one were trying to replicate the best campus experience of students without the campus. Music, art and images can all be beneficial, too.  And above all: Institutions need to be honest and authentic—always.
I hope these are helpful. If and as you try them, stay in touch so other institutions can learn from your experiences. And if you have added activities, share them and we can grow the above list. At the end of the day, while institutions are distinct from each other, we share this goal: serving our students and enabling their success. The challenge of that statement is not lost on all of us in this difficult time.
And I have one more suggestion to educators: Take care of yourselves. If you don’t do that, then it will be very hard to help others.
A version of this article first appeared on the University Business Magazine.  
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Job-hopping is on the rise. Employees are constantly bouncing from one job to another in their quest to find the ‘perfect job’. Surely, it is debatable whether job-hopping is good or bad, but let’s take a look at the numbers before we do the aftermaths.
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75% of employees under 34 feel that job-hopping could benefit their career.
The 2018 Global Talent Trends study revealed that many employees feel their current organizations are unable to fulfill their expectations.

Interestingly, the above statistics can help you understand how younger workforce, especially millennials think and operate. This generation of workers are ambitious and know exactly what they want and deserve. That’s why they aren’t afraid to ask exactly that.
Millennials are clear on one thing: Give us what we want or we’ll go to someone who does. They are smart, hard-working and well-aware. They want to work with companies that acknowledge, value, and respect their contribution.
Let’s take a look at some of their top priorities:
Sense of Purpose
Every day we hear and read stories of young people not taking up the high-paying jobs instead choose to go with their passion. If you think that companies can retain top-talent by alluring or doing fake promises, it’s not going to happen anymore.
Millennials want to spend 8-10 hours at the office doing something they really enjoy. They want jobs that don’t just fill their pockets but also satisfy their souls.
To retain them, make sure their job responsibilities are well-aligned with their interests. Keep challenging them with new roles and responsibilities because this generation isn’t going to trade fulfilling work with fancy nap pods or office game rooms. Perhaps the desire to work with a purpose is one of the most underrated but necessary desires of today’s generation of workers.
Competitive Salaries
It’s a no-brainer that we all work for money because, at the end of the day, we’ve all got to pay our bills. Unlike old times, employees know their worth and refuse to work for peanuts.
According to a Bank of America report, almost half the number of millennials have asked for a raise in the last two years as compared to Gen Xers and Baby Boomers. It’s noteworthy that more than 80 percent of the workers who asked for a raise, got one.
You might stereotype them as self-absorbed or money-minded but it turns out that they are more growth-oriented and making more money than other generations.
Flexibility
Over the last decade, workplace flexibility has become a top priority for employees. They are no more attracted to the outdated nine-to-five concept of working instead millennials feel that the option to work flexibly makes the job offer more attractive than with a higher pay-cheque.
For young couples and new parents, the need to work flexibly is growing continuously. That’s why more and more employees are putting workplace flexibility ahead of salary. A Forbes article stated, "Fifteen percent of male employees and 21 percent of female employees would give up some of their pay and slow the pace of promotion in their careers in exchange for working fewer hours."
It is also observed that organizations providing flexible schedules have experienced reduced workplace stress, fewer leaves by employees, and a boost in an overall productivity.
Work-Life Balance
Work-life balance might be an unattainable goal for many but is definitely a top priority for the younger workforce. These folks are not driven by the idea to work hard for the next 40-50 years and retire. Rather, they want to be a part of a thriving workplace, make a contribution, and get back home and spend time with their loved ones.
They don’t want to work mindlessly for continuous longer hours but prefer to be more focused, productive and output driven. They look forward to a healthy mix of achieving professional goals along with enough time to pursue personal interests.  
Richard Branson, founder of Virgin Group said, “Don’t be doing all the time — put time aside to just be. All work and no play is a sure-fire path to fatigue”.
What do you want?
I have been working with ProofHub for more than 5 years, it’s amazing to see how it continues to work and retain the best talent. It isn’t just an incredible project management software but also a great company to work with.  
Manage, track, and, deliver projects easier and faster. Try ProofHub.
As an employer, give enough opportunities to employees to help them grow because when it comes to attracting and retaining top talent, employees stick with companies who provide growth, not just lip-service.
About the Author:
Vartika Kashyap is the Marketing Manager at ProofHub and has been one of the LinkedIn Top Voices in 2017. Her articles are inspired by office situations and work-related events. She likes to write about productivity, team building, work culture, leadership, entrepreneurship among others and contributing to a better workplace is what makes her click. For more interesting posts follow her on Medium.
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}