Work Life Balance


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Gaining a competitive edge by balancing the demands of asociates’ work and home lives

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Work Life Balance

  1. 1. Work Life Balance Gaining a competitive edge by balancing the demands of employees’ work and home lives
  2. 2. Finding innovative ways to organize our working lives is vital: <ul><li>For a healthy, successful and balanced future, as </li></ul><ul><ul><li>Individuals </li></ul></ul><ul><ul><li>Elderly and Child Carers </li></ul></ul><ul><ul><li>Companies </li></ul></ul><ul><ul><li>Communities </li></ul></ul>
  3. 3. Innovative ways of working: <ul><li>To help stay ahead in a competitive world </li></ul><ul><li>To attract a wide range of employees </li></ul><ul><li>To demonstrate social responsibilities to stakeholders and the wider communities in which we operate </li></ul>
  4. 4. Why <ul><li>Work Life Strategies are an increasingly competitive tool in a globalized economy. Necessary because of trends in: </li></ul><ul><ul><li>Demographics </li></ul></ul><ul><ul><li>Technology </li></ul></ul><ul><ul><li>Social and educational structures </li></ul></ul><ul><ul><li>Stakeholder concept </li></ul></ul><ul><ul><li>Legislation </li></ul></ul><ul><ul><li>Stress and health </li></ul></ul>
  5. 5. Changing families: <ul><li>Demise of male breadwinner </li></ul><ul><li>Rise in single parent families </li></ul><ul><li>Many employees perform essential caring roles at home. This part of the workforce is growing tremendously </li></ul>
  6. 6. Target group encompasses more: <ul><li>Work Life balance is important for EVERYONE, not just those with caring responsibilities </li></ul><ul><li>Respect for life outside working hours is a BASIC RIGHT that every employee deserves from their employer at different ages and stages of life </li></ul>
  7. 7. Family <ul><li>Family friendly policies are most successful in organizations that have a clear understanding of the BUSINESS RATIONALE and who respect the importance of Work Life Balance for ALL EMPLOYEES </li></ul><ul><li>Different ways of working to meet the needs of the modern workforce and modern organization </li></ul>
  8. 8. Business rationale: W/L policies - <ul><li>Build employee morale and commitment </li></ul><ul><li>Increase retention and cut staff turnover and its associated costs of recruitment, training and productivity </li></ul><ul><li>Make W/L policies part of you RETENTION and CHANGE strategy </li></ul>
  9. 9. Measure the difference: <ul><li>Many costs associated with Work Life Balance policies can readily be measured such as: </li></ul><ul><ul><li>better recruitment figures </li></ul></ul><ul><ul><li>higher retention </li></ul></ul><ul><ul><li>lower levels of absenteeism </li></ul></ul><ul><ul><li>Higher productivity </li></ul></ul><ul><ul><li>Reduced retraining costs </li></ul></ul>
  10. 10. Measure the difference <ul><li>What does it cost to do </li></ul><ul><li>NOTHING?! </li></ul>
  11. 11. Not as easy to measure, but just as valid: <ul><li>Increased employee loyalty and commitment </li></ul><ul><li>Enhanced company image with customers and investors </li></ul>
  12. 12. Work Life Balance: <ul><li>High returns for relatively little </li></ul><ul><li>investment! </li></ul>
  13. 13. Work /Life Policies <ul><li>Innovative work organization </li></ul><ul><li>Employee development </li></ul><ul><li>Leave provision </li></ul><ul><li>Employee back-up support </li></ul>
  14. 14. Innovative work organization <ul><li>flexitime </li></ul><ul><li>Compressed working week </li></ul><ul><li>Part-time or voluntary reduced hours </li></ul><ul><li>Job sharing </li></ul><ul><li>Annualized hours </li></ul><ul><li>Home/ teleworking </li></ul><ul><li>Term-time working </li></ul>
  15. 15. Employee Development <ul><li>Personal development plans and appraisals provide you with an opportunity to review work/life balance </li></ul><ul><li>Also, 360 degree appraisals and employee satisfaction surveys can be used to measure progress </li></ul>
  16. 16. Leave provision <ul><li>Maternity / new parental and familyleave </li></ul><ul><li>Career break for carers </li></ul><ul><li>Study leave </li></ul><ul><li>Additional holiday leave in lieu of other employee benefits </li></ul><ul><li>Emergency leave </li></ul>
  17. 17. Employee back-up support <ul><li>Information on local back-up service providors </li></ul><ul><li>sponsorships of care schemes </li></ul><ul><li>Payment of allowances such as childcare vouchers </li></ul><ul><li>On-site child care </li></ul>
  18. 18. Critical Success Factors <ul><li>Core strategy and objectives </li></ul><ul><li>Organizational culture and attitudes </li></ul><ul><li>Policies and resources </li></ul><ul><li>Employee communications </li></ul><ul><li>Management support and buy-in </li></ul><ul><li>Work re-organization </li></ul>