You may be familiar with this scenario: a boss regularly asks a dedicated employee to work overtime on their days off when there’s a heavy workload or when they’re short-staffed. Over time, that employee’s engagement wanes and their health-related absences start adding up. This is a common example of poor work-life balance that’s exacerbated by the manager in charge.
Achieving work-life balance is the ultimate goal for many employees, but pursuing professional success often comes at the cost of personal well-being — which can lead to burnout. Research shows that it’s crucial for managers to support an equilibrium between personal and work lives — not just for the well-being of the employees, but also for that of the organization.
These days, the boundaries between work and personal lives are increasingly blurred. Because poor work-life balance is one of the key factors for negative employee well-being and reduced effectiveness at work, achieving this equilibrium falls within the purview of every organization’s management.
Employees are also increasingly turning to employers to help build a healthy work-life balance. In a recent survey, 82% of surveyed employees revealed they expect this kind of support from their managers.
The main challenge for organizations promoting work-life balance is creating initiatives that cover all employees and their different needs.
Organizations can create conditions that empower employees to care for personal and family obligations without affecting their productivity, but this is not an easy task because each employee’s personal needs are different. To achieve the right mix of policies that support employee’s personal lives without compromising business objectives, managers can consider a range of strategies:
Which policies are conducive to a better work-life balance will depend on the organization and the employees’ needs. Companies can rely on the following four strategies:
Implementing a result-oriented approach to productivity shifts the focus from hours worked to outcomes achieved. By dividing work into projects and tracking progress through specific metrics, companies can ensure employees are judged on their contributions rather than their presence in the office.
Encouraging employees to take time off is crucial for preventing burnout and maintaining overall well-being. Allowing employees to manage their schedules as much as possible and promoting the practice of finishing work early when feasible can lead to a more balanced and motivated workforce.
Over time, the amount of work associated with ongoing tasks and processes can shift. Reviewing workloads and adjusting as necessary to prevent overworking can help prevent employee burnout. Offering reduced hours where feasible can also be a useful strategy, showing the company values personal time.
Assessing which jobs can be done partly or wholly remotely and offering this option to employees can significantly enhance work-life balance. By encouraging employees to choose the days they want to work from home, companies can provide the flexibility needed to manage personal and professional responsibilities more effectively. This strategy boosts morale and also leads to increased job satisfaction.
A recent Buffer survey found that work-life balance components such as a flexible schedule are among the top benefits of working remotely.
A comprehensive wellness program that includes provisions for scheduling flexibility can contribute greatly to employee well-being. When employees feel the company supports their efforts at work-life balance and personal wellness, it promotes a healthier, more engaged workforce. Conducting surveys and asking employees for feedback and suggestions can help refine wellness policies.
HR teams can sometimes be shortsighted in the application of a wellness initiative, perhaps offering benefits for on-site workers that are not useful to remote employees, or policies that support those with families but are no use to others. Everyone has the right to personal time, and this must be reflected in the workplace wellness program.
Also, some companies may make the mistake of turning to other employees to pick up extra work and cover those taking time off. By doing this, the organization may end up helping some at the expense of others. Ensuring that there are adequate employees to cover the workload at all times is the responsibility of the organization’s management; not the remaining staff.
While technology has contributed to the blurring of work-life boundaries, it also offers opportunities to enhance work-life balance through innovative solutions and tools. Leveraging technology to enable remote work, streamline communication, and automate repetitive tasks can reduce stress and enhance flexibility for employees.
Prioritizing both career success and personal fulfillment is essential. Digital wellness programs and apps can support employees in managing stress, improving sleep quality, and cultivating healthy habits. The CoreHealth suite of wellness program solutions is designed to deliver resources and support to improve each employee’s well-being. Since the platform is completely customizable, workers can leverage technology without falling into digital overload. This leads to reduced absenteeism and turnover, and increased engagement.
Speak to one of our technology experts and discover how we can help enhance work-life balance for your team!
Learn more about workplace wellness with these articles from the CoreHealth blog: