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Managing for Work-Life Balance

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Six tips managers can use to improve morale and productivity. When it comes to work-life balance, the current state of work and work technology can make things lean heavily toward the ‘work’ side of things.
Forty percent of employees say poor work-life balance ruins their time with family and friends.
More than half have missed important life events, like birthdays and anniversaries, due to work.
Leaders play a vital role in managing work-life balance for their team members.
Here are 6 ways that managers can help manage work-life balance for their teams...

Published in: Business
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Managing for Work-Life Balance

  1. 1. 9.? work Managing for Worl<—Life Balance 6 tips leaders can use to improve team morale and productivity
  2. 2. Introduction When it comes to work-life balance, the current state of work and work technology can make things lean heavily toward the ‘work’ side of things. Forty percent of employees say poor work-life balance ruins their time with family and friends. More than half have missed important life events, like birthdays and anniversaries, due to work. Qworkfront‘
  3. 3. *§—- Alex Lawrence “When I worked for myself. there were tough decisions to make. _ As soon as I had children. those decisions became increasingly difficult. It changed everything. You have to realize that the work will never stop. there will never be enough time. You could work all day and all night and always be behind. " '. V!. ll‘I'I3 "llli
  4. 4. *§—- Alex Lawrence _ “Great people make great companies, and if you want the best _ people. you want to keep them happy and satisfied. I think people want time. as much as or more than money. when it comes to life. Companies that understand that are the businesses of the future. ” '. V!. ll‘I'I3 "Ill
  5. 5. Leaders play a vital role in managing work-life balance for their team members. Here are 6 ways that managers can help manage work-life balance for their teams. .. Qworkftont‘
  6. 6. I. Set reasonable expectations and communicate them early Sixty percent of employees say demanding, overbearing, mean bosses have the most negative impact on work-life balance. This is the low- hanging fruit for managers. er workilv:
  7. 7. I. Set reasonable expectations and communicate them early Establish reasonable guidelines: - When employees are expected to be available - When they should be responding to emails, answering calls - When it's okay to delay a response until the next business day - What constitutes an emergency Qworkfront
  8. 8. 2. Be considerate Technology makes us accessible 24/7, for good or ill. Over 50% of employees say technology has ruined family dinner because bosses and clients demand responses at any hour. Eighty-nine percent say it's important that bosses not contact them during “off-the-clock" time. Qworkfront‘
  9. 9. 2. Be considerate Managers can give employees a break from the “always-on" mentality by: - Using the ‘delay send’ feature so messages only hit inboxes during business hours - Resisting the urge to cry wolf by treating everything as urgent Qworkfront
  10. 10. 3. Empower employees to set boundanes Employees feel pressured to be available because they’re afraid of looking less than committed and jeopardizing theirjobs. Qworkfront‘
  11. 11. 3. Empower employees to set boundanes Avoid perpetuating this fear by being aware of those days and times that are sensitive for each of your team members. For instance, Sundays might be important to some for religious reasons. Wednesday night dance classes might be important to others. er workilv:
  12. 12. *§—- Alex Lawrence _ “At night. when the family is together, I turn my phone off. Once _ the kids are asleep. I'll open up the laptop and do school work or answer email, but the most important thing to do is set boundaries and schedule time off. And once It is scheduled. make it happen. ” '. V!. ll‘I'I3 "Ill
  13. 13. 4. Share that magical thing called “flexibility” What comes in second only to bad bosses on the list of the things that create poor work-life balance? Lack of flexibility in scheduling. Life doesn’t always happen after 5 p. m., nor does work always happen before then. er workilv:
  14. 14. 4. Share that magical thing called “flexibility” The simple fix: a little give and take. Nearly 70% of employees say they're willing to give up some personal time in exchange for time away during standard business hours. More than half would love to be able to work remotely when needed. er workilv:
  15. 15. ’ *§—- Alex Lawrence “Let employees be flexible with their time. This will attract the best _ people - people who want to perform and work hard. " '. V!. ll‘I'I3 "Ill
  16. 16. 5. Encourage employees to get away Over a half-billion vacation days go unused in the U. S. every year. At least 40% of U. S. workers let paid vacation days expire. This lost time creates an estimated $224—bi| lion liability for U. S. businesses, not to mention the cost of burnout and lost productivity and retention. er workilv:
  17. 17. 5. Encourage employees to get away Consider incentivizing employees to take their accrued vacation time (Ex: offering add’I percentage of their salary or a stipend). The catch: no checking in allowed. er workI'Iv:
  18. 18. 6. Keep workloads in balance A whopping 80% of teams say they're chronically overloaded and understaffed. Satisfactory work-life balance is impossible when there's constantly too much work and too few people and too little time to get it done. er workI'Iv:
  19. 19. 6. Keep workloads in balance improve your visibility into your team's work. While smaller teams can wing it with a spreadsheet, all teams should be working toward something more comprehensive, including: - Rea| -time data flowing from your team to reports 0 No manual data entry. especially entering and re-entering data - Team-wide access to information like who is working on each task, how each is progressing, when each task will be done, etc. Qworkfront
  20. 20. Cultivate a culture of trust As a manager, you should feel confident enough in your team's commitment, dedication and work ethic that you can trust them with a bit more flexibility and understanding when it comes to managing work/ life balance. if not, well, you might have a much bigger issue to solve than unused vacation time. By fostering a culture of trust, where personal pursuits outside the office are not only allowed but actively encouraged, managers can build stronger, more committed, more cohesive. and more productive teams. er workI'Iv:
  21. 21. Devour Chaos, Drive Creativity Creativity has a new protector. Workfront provldesjust enough structure to bring order to creative team's workflows and give them more time for the real work of creativity. To learn how Workfront marketing work management can benefit yourteam, watch the demo today. $ workfront. com 73 +1866 441 0001 +44 (0)845 5083771 Qworkfront‘
  22. 22. For more invaluable work management tips, follow us on social media: ‘33’ Twitter. com/ Workfront_inc in Linkedin. com/ company/ workfront f Facebook. com/ Workfront er workI'Iv:

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