How can people managers encourage work-life balance?

In my experience, We need to adopt "Give and Take" policy, When a team member wants a day of leave or permission manager should never hesitate at the same time team member will also reciprocate it when there is a need to extend their time. We need to treat everyone as our house members rather than employees, after all, we are spending most of our active time in the workplace than at home There should be clarity on demand and it must be measurable at any point in time.

Lo importante en la relación con los diferentes equipos para que tengan la capacidad de desarrollarse en una vida equilibrada: a) Directrices claras para lograr las metas b) Los equipos deben desarrollar una estrategia para lograr las metas b) Coaching del líder para aportar y guiar a esta estrategia

Acknowledge all your employees are different and be flexible. Rather than count the hours employees work, focus on the completion of a particular task. Some days employees may need to put in long hours to complete a task, but this is offset by the days when they don’t need to do a full eight-hour day. Many of your employees may be desperate to achieve a better work life balance. However, others may feel satisfied with the time they spend working. Some may want to start work later but be happy to finish later too. Others may not mind working extended hours, if it means they can switch off when they get home. Lead by example and encourage your employees to take breaks, take a walk or work from a different location for a change.

Transparent communication is a key in modern life, be it management or other aspect of life. Equally important to set clear goals with individuals, keep track of their performance. Turn the fun fact on in your workplace, so that contributing for a greater cause is no more a barrier.

Promote work-life balance by setting clear expectations, offering flexible scheduling, and fostering open communication. Lead by example, recognize achievements, and provide resources for stress management to create a positive and supportive work environment.

I have seen this as very important step. Be the role model for the team to follow. Whether you like it or not as a manager people will mimic your behavior. If you show up late to meetings, others will see it as acceptable and mimic. If you send emails and messages on holiday, team will register this as a expectation from them. You need to curb your natural behavior for the team. Giving these soft signals is best way to message the team. You also need to correct such behaviors from other people managers in your org so it is consistent. "The VP/ Director talks about being flexible but my manager does not allow flexi-timing" -you do not want this to happen. Connect with across the layers of the org to ensure consistency in message and adoption

Cada vez mais desafiador o equilíbrio da vida profissional e pessoas, para todas as pessoas, inclusive para as em cargo de gest?o. Enquanto lideran?a, uma das melhores ferramentas segue sendo o exemplo, pois potencializa nos liderados um caminho de orienta??o. O exemplo é de fato a a??o. A??es práticas como iniciar e finalizar reuni?es no horário, respeitar horas de descanso, dias de folga e férias da equipe, já é um primeiro grande passo.

Modelling healthy boundaries around work-life balance is the most important thing you can do as a manager. If you encourage employees to sign off but they see emails from you sent at 8pm the night before, they're going to think "if they're doing it, I should be too". When you give yourself permission to sign off and set boundaries you are giving your team permission as well.

People will replicate what you demonstrate. If you are working 14 hours a day, they will assume that it’s what you expect / require. If you brag about how long it is since your last holiday, they will assume holidays aren’t looked upon favourably. If you call in sick and take time to get better, they will feel safe doing the same. And whilst some may say “good, they’ll put in more hours and work harder”, this also means they’ll experience burnout or just find another position where they are allowed to be a person as well as an employee.

"Model healthy behaviors" involves managers leading by example to encourage work-life balance. This includes setting boundaries like not sending late-night emails, using vacation days, and respecting personal time. When managers practice what they preach, it sets a visible standard for the team. Demonstrating respect for work-life boundaries, such as by ending meetings on time and acknowledging the importance of mental health days, shows that the organisation values and supports a balanced lifestyle. This approach not only promotes employee well-being but also fosters a culture of respect and understanding, leading to a more productive and positive work environment.

Shrewd people managers understand that fostering flexibility is essential to promoting work-life balance. By actively promoting flexible work schedules, they enable their staff to strike a balance between work and personal life. These managers support a culture that prioritizes outcomes over strict schedules, whether it be through compressed workweeks, remote work options, or flexible hours. Comparable to saying, "Hey, life happens, and we get it." In addition to raising spirits, this strategy fosters a more positive and productive work atmosphere where individuals can bring their best selves to both work and life.

In the present day scenario, people are an asset to any organizations. Great companies are made of no. of people working towards a common goal. People manager needs to support the well being of an employee. I always believed that a happy employee will deliver more than expected in difficult times. You need to reward them with flexible schedules, sometimes remote work, etc. Different people will have different requirements in terms of flexible arrangements. A good manager is one who draws a line between good work ethic, flexible work environment and deliverables. As a manager, when you offer flexible work environment, it is of key importance to communicate the deliverables for the team. This will help both the employee and organization

To encourage work-life balance, "Support flexible arrangements" is particularly effective. This approach recognises that employees have varying personal responsibilities and preferences in how they manage their work and personal life. By offering flexible working hours, remote work options, or compressed work weeks, managers show understanding and respect for their team members' needs outside of work. This flexibility can lead to increased job satisfaction, reduced stress, and improved productivity, as employees are able to balance their professional and personal commitments more effectively. It demonstrates a trust-based culture where results are valued over rigid schedules, creating a more supportive and inclusive workplace environment.

We fully support flexible working our team members all have differing needs around this we find it is important to recognise each individual's requirements - we are able to flex when needed to accommodate sometimes unexpected needs for flexibility and working hours - we also support work from home on a 2/3 basis which helps to ensure the culture of our organisation is not lost.

Champion Flexible Work Arrangements: Offer remote work options: This can give employees more control over their schedules and reduce commute stress. Promote flexible hours: Allow team members to adjust their start and end times to accommodate personal needs. Encourage breaks and time off: Don't glorify the "hustle culture." Remind your team to take breaks, use their PTO, and recharge.

Can promote work-life balance by setting clear expectations, fostering open communication, encouraging flexible schedules when possible, and leading by example with their own healthy work-life balance.

As an employee in a company, it is important to have expectations from the company. Some companies consider the perspective of their employees and provide resources and opportunities for growth, which is highly appreciated. This includes not only skill and knowledge development, but also mentoring and career advice. The way a company treats and values its employees influences their level of effort and engagement. It is crucial for both the company and the employee to be actively involved in each other's growth. Employees also appreciate when companies support their interests beyond work, although this can be challenging for the company, it ultimately adds more value.

Supporting work-life balance involves investing in your team's holistic development. Provide resources like training, coaching, and mentorship for professional growth. Wellness programs and incentives, such as gym memberships or meditation sessions, contribute to overall well-being. Offering diverse opportunities, from career development to personal interests like book clubs or volunteering, fosters a balanced and fulfilling work environment.

Every one wants to grow in their career, but not everyone is matured enough to figure out the right path. Manager is the one who can take a chance to educate the team by setting proper objectives for them. He should not stop there, manager should initiate grooming, training, brain storming the team members. Both way effort should be given to keep open mentality and positive vibe, it's important to empower team members with multiple opportunities and Services, along with transparent communication channel.

Work-life balance isn't just a mantra, it's a toolkit you, as a manager, can equip your team with. Forget empty platitudes – empower them to thrive! Start with the knowledge ammo: training, coaching, career pathways – let them hone their skills and watch confidence bloom. But balance needs more than brains, right? Wellness programs, stress-busting breaks, even book clubs or volunteer stints – offer these as shields against the burnout beast. Remember, a happy, healthy team is a productive one. So, be the curator of their well-being, the architect of their growth, and watch your team not just work, but truly live with passion, purpose, and of course, balance.

In my experience, having an open dialogue with your team and engaging frequently in an honest way will support having these important conversations. Make sure to create a space where you are encouraging them to share their feedback and thoughts, and ensuring to actively listen to their suggestions, and where possible, implement them. Where you can, be open minded with new suggestions to support a more positive work-life balance and showing you care about their well-being and happiness is important. This commitment to better understanding and supporting work-life balance will in turn boost employee satisfaction.

Work-life balance is crucial for employee satisfaction and overall well-being. To foster a healthier work culture, we can actively encourage it through various methods. One such approach is to solicit feedback and suggestions from team members. By actively listening to their challenges and needs, we can gain valuable insights into improving the work environment. Surveys, polls, meetings, and one-on-one conversations can be utilised to gather feedback. We should demonstrate genuine care and responsiveness by implementing feasible suggestions and addressing concerns. This demonstrates a commitment to work-life balance and boosts employee satisfaction. By actively involving team members, we can create a more inclusive and adaptable workplace.

Working in a small team it is easier to be able to talk and discuss what work life balance everyone is looking for and to be able to implement quickly we have taken the initiative to introduce an earlier finish on a Friday and working from home two days a week which allows us all to have the benefit of less travel and an easier way of working. Alongside this we offer flexibility on working hours for those that need it and if someone needs to work from home due to a personal commitment or circumstance then we have an unspoken agreement that this is absolutely fine too. I think since COVID we have all learned lessons about flexibility and being able to offer this without even thinking about it.

Plan check-ins , take an agile and listening stance in meetings.?Pay heed to the issues that staff members bring up. I had the opportunity to work with a reporting manager, who was responsive to concerns brought up. That strategy worked well, it builds trust with manager and collaborative attitude.

In my experience, if team members opinions are taken and discussed while implementing changes, the level of voluntarily participation in the change increases and so does productivity

Regularly reviewing and adapting strategies is crucial for maintaining a healthy work-life balance. Recognize that it's dynamic and varies for each person and the organization. Seek feedback from your team and stakeholders, assess the effectiveness of existing practices, and be flexible to make necessary adjustments. Embracing a continuous improvement mindset ensures that work-life balance remains a priority and evolves with changing needs.

In my opinion, people managers can encourage work-life balance by reviewing and adjusting their practices. This involves actively monitoring the outcomes of their actions, seeking feedback from team members and stakeholders, and evaluating what is working and what is not. By actively engaging with employees, managers can identify issues that may be affecting work-life balance and make necessary adjustments. This may include adjusting work schedules, providing tools and resources for remote work, and promoting open communication and support for team members. By being proactive and adaptable, managers can help create an environment that supports a healthy work-life balance for all employees.

Be open and encouraging as well as lead by example. I always remember a former boss who used to ask me "did you have a good career break?" when I used to have two days off together and this never made a comfortable work environment!

What does it mean to think about Work-Life Balance in terms of "energy", not "time"? You can spend 6 hours working and feel totally depleted by the end of the day or work from 8am to 8pm and come out energized as f_ck. You know the feeling? I wish you do. I won't promote to work 12 hours a day, you want to attend to physical, emotional and spiritual needs and other relationships BUT, I would not promote any thinking in terms of durations, at least not alone. I'd look at how energized and healthy I feel with the current set up and adjust based on this. I would also work to make work more energizing in general (growing the pie instead of splitting it better) and as a mean to an end of broader goals beyond professional ones...

A key part that is missing here is aligning tasks and jobs to the team members' skills and preferences. When you understand the people within your team you are able to maximize performance by capitalizing on each person's strengths and this in turn contributes to work life balance. How? Well, the team members are doing tasks that they enjoy and comes easy to them, they can be done in a timely manner and it also boosts self esteem.

Lead by example! One of the best managers I had is/was very active and it felt like they were online 24/7. Because I respected this manager and really appreciated the leadership style etc... I thought I had to do the same and it was expected from me to work after hours etc... I did let my manager know how the behavior impacted me and since then I try to be conscious about this when I communicate to my team!

Celebrate Achievements and Well-being: Recognize and reward employees for their work: This shows that you value their contributions and their time. Promote initiatives that support employee well-being: Offer discounts on gym memberships, organize mindfulness sessions, etc. Encourage team bonding activities: Building strong relationships can make work more enjoyable and reduce stress.

Simple but effective formula is make the work lovable, enjoyable, also need to understand the bigger picture and make them realize importance of each individual contributions. Make the entire system filled with trust. Then you don't need separate efforts for balancing work and life.