Helping Your Staff Establish A Work Life Balance What Is A Work Life Balance?
The pressure of an increasingly demanding work culture in the UK is perhaps the biggest and most pressing challenge to the
mental health of the general population. Nearly two thirds of employees have experienced a negative effect on their personal life, including lack of personal development, physical and mental health problem, poor relationships and poor home life, thanks to their demands at work. This is why it’s so vital that they’re able to establish a good work life balance! Why Is This So Important?
People spend the majority of their time in work, and the extent to which a job can affect personal wellbeing cannot be understated. With the cost of replacing staff lost due to mental health conditions reported to be £2.4bn per year in the UK alone, it makes sense for employers to help their employees combat the illness and build a culture of acceptance and support. It therefore comes as no surprise that governments and companies around the world are looking at ways to ensure the
wellbeing of their employees. How The French Are Doing This France’s labour reform bill has been highly controversial but there is one part of it that is undisputed – the “ right to disconnect” clause. Companies of more than 50 people will be obliged to draw up a charter of good conduct, setting out the hours – usually in the evenings or on weekends – when staff are not supposed to send or answer emails. What The US Insurance Giants Are Doing
US insurance giant AETNA pays their employees
bonuses for getting a good nights’ sleep. Employees were given sleep monitors and, for every 20 nights’ good sleep an employee gets (over 7 hours), they are given $25, up to a maximum of $300 a year. A company cannot remain productive and profitable if their employees are mentally exhausted. What Can Your Business Do?
Here are four simple steps a company can take to ensure their employees maintain a good work life balance:
Have defined working hours. Ensure that employee workloads are manageable within these time constraints. Encourage a culture of openness. Employees must feel able to speak up if the demands placed on them are too great. Train managers to recognise the signs of stress and a poor work life balance in employees. Know the effects that stress can have on a person and put preventative measures in place. Put in place policies that acknowledge the links between work-related stress and mental health. Regularly monitor and evaluate polices against performance indicators ie. Sickness or staff satisfaction. Is This A Big Concern For Your Employees?
Research by Glassdoor indicates that it may not be as much of a priority as employers think. A survey of more than 615,000 Glassdoor users found that when it comes to job satisfaction
work life balance and salary were the least important factors receiving only 12.1% and 12.0% of the vote. The most important factor was culture and values (22.1%) with senior leadership coming a close second with 21.1% of the vote. The survey also looked at whether priorities changed as income rose, finding both work life balance and salary became less important for those earning higher wages whereas career opportunities, culture and values and senior leadership all became more important. What These Results Could Mean For Your Business
Danny Clarke, Group Operations Director for the ELAS Group, says: “This study demonstrates that companies need to think again when it comes to engaging with employees and retaining top talent. People have become more knowledgeable about workplace culture and values, want to be proud of who they work for as well as feeling that what they do makes a difference and they’re part of something larger. You only need to look to the likes of Virgin, Google, Apple and American Express to see that engaging your employees is more than simply paying them more money.
Here Are Some Things To Consider When It Comes To Engaging And Retaining Employees: How do you communicate? It’s important to be seen as a leader rather than just a boss. You should be more than just a name on an organisations chart Lead by example – in order to raise standards you need to be able to set them. You are likely to have a vision for the department or company and it’s good to share that with the people who will help you deliver it. People like to know what role they play in the success of the company, it’s also a good way to assess whether or not your vision is realistic and deliverable LISTEN to employees – don’t just speak at them, listen to what they have to say. Some of the best innovative ideas stem from your employees, you just need to hear them Incentivise and reward…and I don’t just mean pay people more. Find out what makes your employees tick, what are their aspirations, desires, motivators remember not everyone will have the same. What does their future hold and how can they progress? Is there progression available? People are more aware of tax so want to companies to consider fringe benefits like childcare vouchers, health insurances and cycle to work schemes