The work-life balance movement is gathering momentum and is changing the way we work. We know the buzzwords, but what is work-life balance really? What does it mean for your career and how can it benefit a business?
Imagine a game of golf before work, a lunch break at the beach, or visiting your child's school on a Friday afternoon.
Now imagine a workplace filled with peak performers - people who enjoy their work, communicate effectively, achieve outstanding results and go the extra mile for their employer. This is the kind of workplace companies desire to create. And some companies are realising that through their employees having a healthy work-life balance, this kind of workplace can be achieved.
Work-life balance is a long overdue recognition that employees come with families, responsibilities, interests and personal goals. As the working week has become longer and the pressures on staff higher, savvy employers are realising that exhausted, stressed workers are not as productive as those who are supported and given some flexibility in the workplace.
It's a challenge to change a "long hours" culture where employees are judged on how many hours they work and their presence in the office, rather than agreed performance indicators.
It can be done if we are unafraid of change.
As the population ages, more employees will be looking to scale down their work practices and achieve a balance to their life. More employees may need flexibility to look after their ageing parents. The commitment of caring for our ageing population will impact businesses within the coming decades.
It's not about a long weekend
Work-life balance is not just about a long weekend. It's about providing some flexibility as to how and where work is done so that people can also have lives outside work. A worker's requirements vary depending on where they are in their life-cycle. The needs of a single person will vary from those of a new parent, and again from those in their 40s.
There are many creative ways in which employers can respond to the requirements of their employees. There are endless combinations of mutual benefits if employers are open to imagination and change. Here's a few ideas:
- Working from home - Rather than commuting into an office every day, more employees now have the opportunity to work from a home office either full-time or casually. Some employers provide a computer, or pay for phone calls and internet connection.
This appeals to workers with a beach house and those with dependents. For self-motivated employees, today's technology makes this option more viable. This option works best if agreed performance indicators are met, such as a specific project or work to be done by a particular deadline.
This way employers can assess how this option is working. Employers need to have the technology to communicate effectively with their remote staff. It works best for employees who are motivated enough to avoid unexpected visitors, the chaos of their children, or an extended lunch with daytime TV.
- Flexible work agreements - While employees are expected to work a certain number of hours, many companies offer flexibility in when these hours are worked. For example, a parent may work from 7.30am until 3.00pm. A musician may compress a working week into four long days so his Fridays are free to travel to performances.
- Flexible leave - Rather than taking holidays in traditional week blocks, employees are now taking leave when they need it. Mysteries, emergencies and situations are a part of life.
Employees may need a day to deal with a domestic crisis, a car problem, or a sick child. Flexible leave over school holidays or one day at a time makes sense. Some offices provide "doona days" for workers who are stressed and tired as opposed to being medically sick. Workplaces are popular where people have the opportunity to "buy" more leave by reducing their salary over the whole year.
- Job share - An arrangement where two people share a job as though they were one person is popular in many industries. This provides better opportunities for people who want to work part-time, especially in customer service industries where a full-time presence is required.
- Assisting with childcare - This ranges from flexible hours to providing on-site care facilities. Some companies provide a breastfeeding room and allow short breaks throughout the day for new mothers.
- Study leave - An employee being supported in their study objectives is a wonderful benefit to both parties. This can range from paying for some or all of a course, to giving time off to study.
- An enjoyable work environment - Many employees complain they spend more time with their co-workers than their family. Simple ideas can be implemented to change workers' perception of their work by making their daily environment more enjoyable. Here's a few ideas:
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Post baby pictures - "who's who?"
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Have a noticeboard for cartoons
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Plan a surprise picnic
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Guardian angel / secret friend / Kris Kringle
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Organise a monthly outing
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Rituals for birthdays, special occasions, new staff day
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Do unexpected things (eg. bring scones in for morning tea)
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Unusual dress days
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Create a stress free zone (a room or an area or a timeframe)
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Give anonymous and unexpected appreciation
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Brighten up your work space - photos, cartoons, paintings, flowers, souvenirs
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Post a cartoon or pithy saying on the hot water urn each week
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Take and display photos of people at work
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Arrange an ugly shoe / hat / tie competition
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Organise a paper plane flying contest
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Play childhood games (the Hokey Pokey?)
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Have a daggy music day (eg. a staff member brings in the first album they ever bought)
- Run a staff newsletter with recipes and stories
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Good websites: Joke-Of-The-Day.com, laughtertherapy.com, teehee.com
Many organisations now provide provisions for flowers, indoor plants, family photos, mood music, hanging wall art, fresh juices and a cappuccino machine.
A business can make a difference by offering gym memberships, access to counselling, relaxation classes, quit smoking programs, weight-loss clubs, and time management training. More workplaces are scheduling meetings within work hours and are flexible about personal calls. A satisfied employee is a motivated worker and in most cases won't take advantage.
For employers
Employers often complain that a work-life balance is not easy to apply. They argue that extra leave and flexible hours can incur higher costs. It's true that some people do not work well from home and may take advantage of flexible work practices.
Employers worry about clients who want things done now ... clients who may not be understanding when their contact person has vanished at 3pm. What if the other employees resent picking up work for employees who are not in the office?
As an employer it's about being open to the possibility of change and willing to be flexible. You can always try change on a trial basis. As long as you give it an honest go. When detailing changes, provide boundaries for all employees so their expectations are the same as the organisations'. Set goals and strategies to measure the effectiveness of changes.
Improved employee health and staff retention means reduced absenteeism and quality staff. Higher morale and increased motivation results in better workplace co-operation and less stress. All these benefits lead to higher productivity for the company. For employees, the benefits include less stress, better health, greater job satisfaction, improved personal relationships, and the motivation to achieve outstanding results.
Creative employers who are open to change are the businesses workers are flocking to. These companies are already finding they have their pick of the high-quality employees. Such changes will take time. The attitudes people have towards hours worked versus working smarter are still sinking in for many of us.
Sharp employers know that life is not just about work. A healthy balance between work, family and leisure benefits everyone. Research has shown a definite link between employee attitude and behaviour, and the financial success of a business. Employers may find they can't afford not to be adaptable.
Now it's up to you!
It's likely you're now convinced of some new ideas and strategies you haven't thought of before. You may have already heard of some of the ideas here. But the real challenge is in separating yourself from the crowd who moans, "I already know it". Or, "Yes, I've heard that before". You should always add to yourself, "I may know it, but am I really doing it?".
If you read this and do nothing, that's just as bad as not reading it at all. In fact, it's worse, because you've wasted your time! So please take action, and start now.