In August 2020, I wrote a blog about work-life balance. Today I want to readdress that blog from a slightly different perspective, simply with the question – Is there really balance, and as a leader, can I help provide a space for my team to achieve it?
Employees and team members are leaving or moving around the workforce in DROVES! Companies can’t hire; it makes no difference what the pay is. Hundreds of thousands of people are refusing to re-enter the workforce simply because they are more concerned with their well-being and mental health, rather than being in less-than-optimal working conditions. Many say that the worker needs to change their outlook on desired working conditions. Others say that employers need to raise awareness of the environments they are creating for the team members.
First, I want to address the language of “work-life balance.” When we talk about “balance” we all visualize either the scale that you step on to weigh yourself or the ones that are held in the hand of justice. Innately, to balance something, you have to take from one side to give to the other. The challenge with this mindset is that one thing needs to be depleted for the other to thrive. That takes a force of action on the part of the individual. Instead I’d like the reader to view life and work in harmony. Work and life are more of a flow situation than a fixed condition. Our lives, like our businesses, have slow and busy cycles, requiring constant review and adjustment as priorities change. Additionally, our workforce is much more dynamic than in the past.
Here are a few examples of methods managers and leaders can implement to support their staff in achieving healthy work-life harmony:
- Focus on productivity instead of the amount of time spent at work. Employees would greatly benefit from flexible work schedules. Sometimes that is 5 am, 5 pm, or after the kids go to bed. More often than not, the challenge isn’t keeping to the standard 8-5 workday; it’s being able to hold team members accountable to production. So instead of putting constraints on WHEN they work, put focus on tasks completed.
- Implement Workload Surveys. Many times, successful companies lose great talent because they are overloaded with tasks due to the absence of team members or when the company has an upturn in business. It’s certainly cheaper than hiring new staff, but at what cost? It’s important to speak with your team in order to find out if anyone has reached their limit, so you can adjust accordingly. While you’re at it, get feedback on policies, activities, processes, etc.
- Fostering Family & Relationships. Companies that encourage their team members to foster the growth of relationships are the ones that survive. Imagine if you are at a company that doesn’t treat its customers and vendors with the utmost respect. That company likely doesn’t have a great culture internally, either. It probably doesn’t respect its employees or their well-being. One is very reflective of the other!
- Leaving work-related issues at work. It can be easy to contact an employee with a question or work-related emergency when they’re off. Sometimes we even tell our team that they need to be available in case a customer needs something. Heck, we do it to ourselves in our own businesses. Sitting and watching a movie with your family can often result in checking emails or responding to clients. Events like this can make it difficult to free your mind of all work-related activities; however, without this ability, home life can be impacted. Managers and leaders must understand this and reassure employees that they don’t have to worry about work when they are home. Both groups need to develop the “off” switch at the end of the day.
- Finding work-life harmony is an evolving process. It’s like starting a flywheel. A single push isn’t going to make it reach 100mph, but every push and adjustment will help it move faster and smoother. Pick 1 thing and start there. Understand there will be times of ebb and times of pure flow. In seeking harmony, you will achieve a flow that works for you.
