Improving Job Satisfaction and Belonging Through Flexible Work and Leadership Cohorts

Abstract

Problem Higher staff turnover rates occurred at a university when flexible work schedules were selectively discontinued in some divisions after the COVID-19 pandemic workplace disruption. Solution Staff surveys and focus groups identified a strong positive connection between flexible work, job satisfaction, and supervisor support. Alongside collaborators, leadership workshop cohorts were developed for staff supervisors. Pre- and post-workshop surveys, interviews, and a split-test survey of non-managerial staff gauged if job satisfaction and belonging were influenced by the workshops and how flexible work was factored. Job satisfaction and communication improved for participants and their staff. Furthermore, their staff reported higher feelings of belonging. Stakeholders The intended audience for this article is HRD scholars, practitioners, and employers interested in improving job satisfaction and belonging for their employees.