Work Life Balance for a Happier, More Productive Workforce
A work/life balance can look different for everyone. Employers are starting seeing how important it is to improve employee engagement, team performance and retention. When we have a good work/life balance, employees feel more engaged. This leads to better performance at work in the long term.
However, one-size-fits-all approaches can often be unhelpful for empowering engaged employees. What works for one person may not work for another, and sometimes employers focus on certain aspects over others. Here are a few examples:
- Allowing flexible schedules to pick up kids from school
- Taking time out of the day for personal appointments
- Starting later to accommodate family responsibilities
- Working from home on days with other commitments
These adjustments are often seen as reasonable, but what about these?
- Taking an hour out of the day to hit the gym or exercise
- Coming in late after a personal event the night before
- Taking time off to engage in a passionate hobby
- Skipping early Monday meetings to recover from a busy weekend
- Working from home or leaving during the day to care for pets
- Taking a day off to support a friend or family member
Both lists highlight activities that enhance personal fulfilment and well-being. Yet, the second list often faces more scrutiny. This shows a wider lack of understanding.
Each person’s life and priorities are unique. Personal circumstances, families, and passions shape them. What matters most to us may not relate to our work, but it greatly affects our happiness.
The role of an employer does not include deciding what constitutes a meaningful use of flexibility. That’s up to the individual.
Employers should implement policies that support a diverse range of work/life balance needs. With a focus to drive employee engagement and employee retention. As long as external priorities don’t hinder work output, it shouldn’t matter how employees use their flexibility.
Employers should focus on supporting the well-being of their team. This approach fosters higher productivity and better performance.
New employees may need Monday mornings off to rest after a busy weekend. Senior executives might want an hour for the gym. Encourage employees to use flexibility effectively with diversity and inclusion in mind.
Allow people to use their flexibility as long as it does not disrupt teamwork, career development, or skill capabilities. It should not affect progress, deadlines, or overall results.
By embracing this individual approach, employers can create a happier, more productive workforce where everyone can thrive.
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