achieved without balanced employee and employer relationships in . tasks and change a particular mix of tasks and what penalties will be. Why Work-Life Balance is Important; Benefits Employers Can Consider Offering to change things in accordance with changes in their own priorities, physical, their own lives, they tend to have better relationships with management and are. In these changing business times, it is often difficult to discern who the real employer is with The traditional employer/employee relationship is being eroded as the common-law test for an employer/employee relationship is one of balance.
These professionals are often tasked with the responsibility of supporting team development and challenging industry working condition standards. Ultimately, these are tasks that are crucial to individual and organizational productivity in the workplace. To help you begin fostering a culture of balance in the workplace, here are 10 ways to encourage work-life balance among your employees. Maintain Structural Consistency It is important to maintain a sense of consistency and organization in your company structure because employees generally feel less anxiety if they know what to expect day-to-day as often as possible.
Offer Community Engagement Opportunities Another great way to connect the dots between work time and out-of-work time is to offer community engagement activities that are meaningful and beneficial.
10 Ways to Encourage a Healthy Work-Life Balance for Employees - Pingboard
For example, you could consider offering eight hours per year of paid volunteer time to your employees as an incentive to get involved in important community causes. Create a designed quiet space in your office where employees can take a mental break when they need to. This space should be uncluttered and free of all company materials. Instead, fill it with luscious plants and flowers, comfortable seating, some light reading material, and perhaps some soft music.
Establish a precedent that this space is not an employee lounge that welcomes chatter, laughter, venting, or meetings.
Work-Life Balance Programs Better the Employer-Employee Relationship
This should be a calming space for silent reflection that respects solitude and peace. However, it is another thing entirely to give your employees the option to work remotely when they really need to because of an emergency that requires them to make up time later. If your employees feel like they can depend on each other for support, they will feel like they have someone to go to when feeling stressed out or overwhelmed. Employees who work at small companies and growing start-ups often feel the most pressure to work every day without regard to personal time and self-rejuvenation.
The human body was not designed to sit still and stare at a screen for eight hours, and doing so can lead to a wide variety of health issues.
Taking breaks at work also makes employees better at their jobs because they are more focused, less burned out, and more productive in the long-term. Allow Unpaid Time Off for Life Events Some life events merit paid time off, but other life cycle needs are a bit more complicated. Ask Employees for Guidance Who better to consult about what employees in your office truly need than the employees themselves!
If you get a sense that your employees are struggling with work-life balance, ask them what changes around the workplace might help. You might be surprised what you hear and collaborate on some mutually beneficial strategies together as a result. To facilitate these discussions, which can often be difficult ones to bring up, consider having regularly scheduled meetings either as a group or as one-on-one discussions to talk about balance issues.
How the Employer-Employee Relationship Has Permanently Changed
These types of meetings can be held quarterly, semi-annually, or annually depending upon the size and individual needs of your workforce. Be a Good Model for Balance No one likes to take life advice from a hypocrite, so make sure that your words and actions are in line.
If managers in your company are responding to emails while on vacation, it sends a message to employees that they are expected to do so as well.
Whether because of a bad boss, a longing for more innovative and challenging work, or management decisions that have taken the fun out of their jobs, many employees today, no matter the industry or job function, have declared, publicly and in private, that all bets are off. The employer-employee relationship has changed for good. The psychological contract has been broken. Employees today have become demoralized by slowly rising salaries or, in some places, salary cuts.
They've grown tired of being flexible and working long hours, only to get disappointed when that flexibility isn't reciprocated by their companies in the way they want. Employees can't be faulted for having certain expectations, and employers can't be faulted for making business decisions that are required for them to stay afloat in today's economy.
Nonetheless, in many cases, trust has eroded. Employees expect more and so do companies. Increased workplace competition is coming from many directions and will continue to change employee and employer perceptions about performance expectations, pay, working hours and everything in between.
Work-Life Balance Programs Better the Employer-Employee Relationship
Not only is the work force getting older, as baby boomers stay employed longer, but the employees at the other end of the age spectrum, which make up a population about as large, the millennials, have different expectations and career motivations altogether. More and more employees today expect greater say in how work is assigned and assessed and rewarded, and employers similarly want more from employees in the form of mobility, working hours and pay, because it will allow companies to remain nimble and productive during economic upturns and downturns.
This means that both employees and employers need to be flexible. To attract a healthy balance of the strongest millennials, baby boomers and generations in between, employers must consider what they will change or highlight about their work culture in order to attract the best talent.
And continuously evolving markets and the exchange of certain types of jobs for others make it imperative that employees expand their skill sets and areas of focus, so that they can compete for jobs or new projects with greater success. At the most innovative companies of the future, only two- and three-trick ponies need apply. Employees and employers aren't engaged.
Simply put, employee engagement is the feeling we all get on Sunday night when we think about going back to work on Monday. Are we excited about the opportunity to do what we enjoy, and anticipating another new week to add value in our jobs? Are we indifferent and willing just to go through the motions to get our paychecks? Or are we trying to decide what sort of non-fatal contagious disease we are wishing to get, because we'd do almost anything not to have to go through another week in a job we hate?