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Why work-life balance is dead
Tracy Brower discusses the concept of work-life integration, emphasizing the importance of blending work and life for employee satisfaction and engagement. She provides examples of various organizations that successfully implement work-life supports and highlights the need for companies to manage change effectively. Brower concludes by urging organizations to continuously improve their work-life strategies beyond just offering flexibility.
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Why work-life balance is dead
- 1. Tracy Brower, Ph.D.,MM, MCR Tracy Brower, Ph.D., M.M., MCR Why work-life balance is dead #LimeadeWorkLife @Limeade @TracyBrower108 It’s totally possible.
- 2. Today’s speaker Tracy Brower,Ph.D., M.M., MCR Tracy is the author of Bring Work to Life by Bringing Life to Work and the Global Vice President of Workplace Vitality at Mars Drinks. Before that, she served as the Director of Human Dynamics + Work for Herman Miller. Tracy focuses on the sociology of work – how humans affect their work-life and how it affects them back
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- 5. What is work-lifeintegration? Integration means coordinating, blending and bringing elements of work and life into a unified whole.
- 8. What are work-lifesupports? Benefits, formal policies and information practices that help employees navigate the demands of work and life. Send a strong message to employees regarding the extent to which they’re valued
- 10. Poll: What’s yourexperience with work-life supports? I’m a work-life ninja: I’ve seen and done it all. I’m confident: I have a good amount of experience. I’m not an expert, but I’m trying some new things out. Work-life supports are new to me: I’m eager to learn. I’m here to learn as much as I can. 1 2 3 4 5
- 11. An abundance ofoptions Amenities Care-related solutions Hours of work Insurance/ benefits Job management Physical work environment Technology Wellness & mental health
- 13. Example: Oil &gas company • Work at home with permission • Option for Friday afternoons off in summer • Special programs for special needs Highly conservative HR seeking to change the culture
- 14. Example: Financial organization •Core hours • Employee recognition programs • Employee activity programs • Leadership development efforts Multiple locations nationwide A ‘bulge’ workforce
- 15. Example: Packaged goodscompany • Employee recognition programs • Community programs • Variety of benefits • Policy-driven flexible work • Leadership development • Employment life cycle for touches and selection Publically held Multinational HR right-hand to CEO and C-suite Legacy of employee-focused culture
- 16. Example: Manufacturing company •Few policies at all but extensive flexibility • New policies blossoming for where, when & how people work • Flex time • Flex place • Rich environment Legacy culture of employee-centric participation
- 17. Example: University • Officehours & traditional schedules • Emphasis on presence for student support • Benefits focus on university • Onsite childcare • Private offices Variety of roles Campus and student centric Traditional university environment
- 18. Example: Tech company •Friday work at home option • Extensive use of desktop video • Time-zone-based work hours • Generous parental leave • Dogs in the office • Concierge services Entrepreneurial company Primarily millennial workforce Three sites Global
- 19. Be creative withinboundaries • Rotating hours • Purchase of extra vacation • Pools of employees and hours for emergency time off • Full time service with part time responsibility that is employee customer-facing • Cross training • Technology • Training and development planning • Tuition reimbursement • Onsite childcare Call centers Cable guys IT Help groups Healthcare Machine-tied jobs Desk-tied jobs Customer-tied jobs
- 21. When companies providework-life supports they enhance employee… Engagement Satisfaction Retention Health
- 22. Poll: Does yourcompany manage change well? My company is brilliant at managing change. No one is perfect, but we do it quite well. It’s spotty: sometimes things go well but we could do better. Honestly, we can use all the help we can get. Change management? We call it command and control. 1 2 3 4 5
- 23. Making the businesscase Background and problem statement Goals and objectives Criteria Options and analysis 1 Recommendation and rationale Risks Outcomes Action plan Summary 2 3 4 5 6 7 8
- 24. Formula for change Vision Knowledge Dissatisfaction VisionDissatisfaction Knowledge of practical first steps Perceived costs V D k Pc≥
- 25. Measuring success Depending onyour company, you can measure using: • Employee survey data (if you try a pilot version, survey the team before, during and after) • Attendance records • Customer satisfaction • Turnover rates • Exit interviews
- 26. Lessons learned | Everythingcounts | Start small | Focus on leadership | Align with work | Count, measure, track & gather feedback | Continuously improve | Focus holistically Remember: work-life supports are more than just flexibility
- 27. Wrapping it allup #LimeadeWorkLife @Limeade @TracyBrower108
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