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Helping Employees Find a Work-Life Balance

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It’s no secret that the composition and needs of today’s workforce is completely different than that of 50 years ago, or even 20 years ago. With so many more demands on their time, it’s no wonder that the majority of employees struggle to balance their personal and professional responsibilities. Why should employers care? Employees who feel overworked are generally unhealthier, unhappier, less productive and more prone to absenteeism than employees who have achieved a work-life balance, and can negatively impact an organization’s overall performance.

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Helping Employees Find a Work-Life Balance

  1. 1.   Helping  Employees  Find  a  Work-­‐Life   Balance     Anu  Mannathikuzhiyil,  PHR  
  2. 2. Agenda   •  DefiniDon   •  Why  employees  feel  overworked   •  The  effect  a  lack  of  work-­‐life  balance  can   have  on  both  employees  and  employers   •  Strategies  to  implement  within  the   workplace  to  promote  work-­‐life  balance  
  3. 3. What  is  work-­‐life  balance?   •  Work-­‐life  balance  is  a  comfortable  state  of   equilibrium  achieved  between  an  employee's   primary  prioriDes  of  their  employment  posiDon   and  their  private  lifestyle   Iris  Grimm,  Work  Life  Balance:  Adventures  in  Medicine.      
  4. 4. Looking  Back   •  50  years  ago:   •  Most  of  middle-­‐class   American  families  had  one   working  parent   •  The  divorce  rate  was   around  25%   •  Extracurricular  acDviDes   for  children  were  not  as   compeDDve  or  extensive   Paul  Malon,  Set  Your  Site  in  Philadelphia:  Flickr.    
  5. 5. Today   •  60%  of  American  families   have  two  working  parents   •  The  divorce  rate  is  around   45%   •  Familial  responsibiliDes   •  Financial  obligaDons  have   increased   •  EducaDonal  debt   •  Rising  cost  of  living   •  “Keeping  up  with  the   Joneses”   Dale  Hudson,  Raising  Kids  When  Both  Parents  Work  Full-­‐Time:  Relevant  Children’s  Ministry.    
  6. 6. Today’s  ExpectaDons   •  45%  of  employees  polled  feel  that  they  do   not  have  enough  Dme  each  week     •  65%  of  employees  say  their  managers  expect   them  to  be  reachable  outside  of  the  office     •  67%  of  HR  professionals  think  their   employees  have  good  work-­‐life  balance   Sangeetha  Shanmugham,  6  Tips  for  Time  Management  Strategy:  WES  Student  Advisor.  
  7. 7. Lack  of  Work-­‐Life  Balance   •  Stress   •  Burnout     •  Health  Problems   •  Lack  of  focus     •  Employees  are  less  efficient  and  less  sociable   •  Turnover      
  8. 8. Passport  to  Problems     •  Singapore   •  60%  of  employees  are  planning  to  quit  in  the  next  12   months     •  Studies  show  that  employees  in  Singapore  are  the   unhappiest  in  Asia   •  Singapore  is  the  home  to  the  highest  proporDon  of   millionaire  households  in  the  world       •  Australia     •  64%  of  employees  are  completely  saDsfied  with  their   current  jobs  due  to  two  reasons   •  Work-­‐life  balance     •  Flexible  work  opDons     HCA,  Phillipines  the  new  offshore  hot  spot  for  Australian  firms:  HC  Online.  
  9. 9. Work-­‐Life  Balance  Benefits     •  For  organizaDons   •  Employers  are  able  to  adract  and  retain  quality   employees   •  Cost  savings   •  Reduced  turnover  rates   •  Meet  challenges  of  globalizaDon  and   modernizaDon  of  the  workplace   •  Increased  availability  to  clients/customers   •  Increased  producDvity  
  10. 10. Work-­‐Life  Balance  Benefits     •  For  employees   •  Greater  control  of  where,  when  and  how  their   work  gets  done   •  ReducDon  in  work/family  conflict   •  Less  commuDng  Dme   •  Less  likely  to  miss  work  due  to  illnesses  or  non-­‐ work  related  demands   •  Improved  well  being    
  11. 11. Work-­‐Life  Balance  Benefits     •  For  communiDes   •  Allows  employees  to  parDcipate  in  more   community,  school  and  family  events  that  take   place  during  tradiDonal  working  or  commuDng   Dme   •  Less  cars  on  the  road  leads  to  a  beder   environment    
  12. 12. What  is  a  possible  soluDon?     Flex  Jobs,  Work-­‐Life  Balance  Game:  Flex  Jobs.  
  13. 13. Today’s  ExpectaDons     •  75%  of  employees  look  for  employers  that   offer  workplace  flexibility   •  Surveyed  employees  ranked  Dme  off  as  the   most  important  benefit  an  employer  can   provide,  with  the  second  being  financial   support   Lauren  Miles  Brunelli,  French-­‐Speaking  Jobs  from  Home:  About  ParenDng.  
  14. 14. Why  should  employers  care?     •  RetenDon  and  compeDDon     •  Impact  on  producDvity   •  Technology  and  global  Business   •  Millennials  in  the  workplace  
  15. 15. RetenDon  and  CompeDDon   •  When  the  going  gets  tough,  the  tough  find   new  employment     •  Non-­‐work  commitments/demands   Nathan  Miller,  7  Ways  to  Fix  High  Employee  Turnover  at  Your  Agency:  Hubspot.  
  16. 16. Impacts  on  ProducDvity     •  Overworked,   disengaged  and   unhappy  employees   ohen  perform   poorly,  which  results   in  slower  producDon   and  higher  rates  of   absenteeism   Tom  Weeks,  How  Can  You  Regroup  AOer  Bad  Customer  Reviews?:  Minutehack.  
  17. 17. Technology  and  Global  Business   •  According  to  a  report  by  the  SHRM   FoundaDon,  telecommunicaDon  increased  by   80%  between  2005  and  2012  alone   •  Businesses  no  longer  funcDon  in  a  normal   “9-­‐5”  daily  rouDne   •  Technology  and  integraDon  allow  operaDons   to  run  almost  24/7  
  18. 18. Millennials  in  the  Workforce   •  Want  to  spend  Dme  with  their  families   •  Invested  in  personal  growth   •  Commided  to  learning   •  Place  high  value  on  personal  Dme  and  less   value  on  wealth   Istock,Global  Trends:  IStock.  
  19. 19. Baby  Boomers  vs.  Millennials   Baby  Boomers             •  Prefer  feedback  given  at   certain  Dmes  of  the  year   •  Salaries  and  bonuses  rank   higher  than  having  a  “job   that  they  love”   •  Feel  that  the  office   environment  and  the   tradiDonal  workday  is  the   best  way  to  be  producDve     Millennials   •  Rely  on  immediate   responses     •  They  value  their  opinions   and  creaDvity  over  money   and  feel  like  their  bosses   could  learn  from  them   •  Want  to  make  their  own   hours  and  they  don’t  believe   that  they  need  to  work  in   the  actual  office    
  20. 20. Types  of  Workplace  Flexibility   •  Time   •  LocaDon  and  connecDvity   •  Amount  of  work    
  21. 21. Flexibility  in  Time   •  Flexible  Schedule   •  AlternaDve  start  and  end  Dmes,  but  total  hours   equal  same  as  regular  employees   •  Compressed  Workweek   •  Normal  hours  per  week  compressed  into  a  lesser  amount   of  days;     •  Ex:  Instead  of  8  hours  per  day,  5  days  per  week,  some   may  choose  to  work  10  hours  per  day,  4  days  per  week  
  22. 22. LocaDon  and  ConnecDvity   •  TelecommuDng   •  Employees  are  allowed  to  work  away  from  the   main  worksite.   •  Frequency  can  vary  based  on  company  needs   •  Examples:   •  Home-­‐based  telecommuDng   •  Satellite  offices  or  neighborhood  work  centers   •  Remote  work  (far  from  main  worksite)  
  23. 23. Job  Sharing   •  Part-­‐Dme  employees  share  one  full-­‐Dme   posiDon     •  Full-­‐Dme  responsibiliDes  are  kept  intact   •  CompensaDon  is  apporDoned  between  workers    
  24. 24. ConsideraDons     •  ConsideraDons  before  implemenDng  flex   scheduling  or  compressed  workweeks:   •  Departmental  coverage/communicaDon   requirements   •  Tracking  of  work  hours   •  Discussion  of  performance  measurement   •  DelegaDon  of  tasks  when  supervisor  is  out  
  25. 25. ConsideraDons   •  ConsideraDons  before  implemenDng   telecommuDng:   •  Handling  of  meeDngs  and  projects   •  CommunicaDon  during  core  hours   •  Equipment  and  IT  support  needed   •  Schedule  coordinaDon  
  26. 26. ConsideraDons   •  ConsideraDons  before  implemenDng  job   sharing:     •  ImplicaDons  in  pay  and  benefits   •  Division  of  responsibility   •  Schedules  and  overlap   •  CommunicaDon   •  Performance  evaluaDon  for  each  team  member  
  27. 27. Now  what?   •  Communicate   •  Set  goals  and  expectaDons   Life  Enthuziast,  How  Top  Sales  People  Use  Goal  SeRng  to  Achieve  Greatness:  Life  Enthuziast.  
  28. 28. Real-­‐World  Examples   “The  whole  topic  [workplace  flexibility]  has  a  lot  to  do   with  producWvity.  The  more  flexible  we  make  the   work  environment,  the  more  we  can  provide  workers   with  what  they  need  to  manage  their  lives  and  their   jobs.  We  end  up  with  higher  producWvity.  It  is  great   for  the  economy  and  the  companies.”     –  Brenda  Barnes,  CEO,  Sara  Lee  CorporaDon   Sara  Lee  Desserts  
  29. 29. Real-­‐World  Examples         • AstraZeneca   •  96%  of  employees  stayed  because  of  the   workplace  flexibility  AstraZeneca  fosters     AstraZeneca  
  30. 30. Real-­‐World  Examples   •  Deloide     •  QuanDfied  cost-­‐savings  for  flexible  work   arrangements   •  Saved  $41.5  million  in  2003  alone     Deloide  
  31. 31. PotenDal  Pisalls   •  Employee  is  using  telecommuDng  in  lieu  of   child  care.   •  Ensure  your  flexibility  policy  has  a  statement   clearly  establishing  that  flexibility  is  not  a   subsDtute  for  regular  dependent  care.  If   employee  is  not  producDve  when  working  from   home,  have  a  discussion  with  the  employee.  
  32. 32. PotenDal  Pisalls   •  A  manager  denies  requests  for  a  flexible   work  arrangement  because  they  are   uncertain  about  the  pracDce.   •  Ensure  all  managers  are  provided  training  and   allow  them  to  express  concerns  and  work   together  to  find  soluDons.  Sharing  success  stories   of  business  needs  being  met  through  flexible   work  arrangements  may  also  help  managers   become  more  supporDve.    
  33. 33. Summary   •  Fostering  a  posiDve  work-­‐life  balance  is  an   important  factor  for  boosDng  producDvity   and  efficiency.   •  A  lack  of  work-­‐life  balance  can  result  in  low   morale,  employees  with  poor  health  and   high  turnover.     •  Offering  workplace  flexibility  results  in   happier  employees  who  are  more  saDsfied   with  their  employers.          
  34. 34. HRCI  Cer3fica3on  Credits:     "This  webinar  has  been  pre-­‐cerDfied  for  1  hour  of  general  recerDficaDon  credit   toward  PHR,  SPHR  and  GPHR  recerDficaDon  through  the  HR  CerDficaDon  InsDtute.       We  will  send  out  a  confirma3on  e-­‐mail  to  all  those  that  are  confirmed  as   a>ended  with  the  program  ID  code  to  note  on  your  HRCI  recer3fica3on   applica3on  form.       The  use  of  this  seal  is  not  an  endorsement  by  the  HR  CerDficaDon  InsDtute  of  the  quality  of  the   program.    It  means  that  this  program  has  met  the  HR  CerDficaDon  InsDtute's  criteria  to  be  pre-­‐ approved  for  recerDficaDon  credit."   QuesDons?   G&A  Partners   info@gnapartners.com   (800)  253-­‐8562   *This webinar has been recorded and will be posted on the G&A website by Friday.

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