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How can you create a fair and effective work-life balance policy for all employees?

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Work-life balance is a key factor for employee satisfaction, productivity, and retention. However, creating a fair and effective work-life balance policy for all employees can be challenging, especially in a diverse and dynamic work environment. In this article, you will learn some tips and best practices to design and implement a work-life balance policy that suits your practice and your team.

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease…

1 Assess your current situation

Before you create a new policy, you need to understand the current state of your practice and your employees. How flexible are your working hours, schedules, and locations? How do you measure and reward performance and output? How do you communicate and collaborate with your team and clients? How do you support your employees' well-being and development? You can use surveys, interviews, feedback sessions, or data analysis to gather this information and identify the strengths and weaknesses of your current work-life balance practices.

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease ?? Doctoral Studies: Leadership + Organizational Psychology ?? Conference + Event Speaker ??
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Work-life balance doesn't always mean that you need to create options for people to take more time off or to work from home. Are you sending emails after hours? Stop. Immediately. Are you modeling good boundaries by going home on time? By showing up on time? (Not early or late!) Start with a self assessment. Then look at the team. Help them set these boundaries for themselves too. Then look beyond just work hours. What about Purpose? Do your team members feel valued? Do they feel accepted at work, appreciated? If not, no amount of flexibility will fix the problem. Begin by making sure that you are solving the right problem!

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2 Define your goals and expectations

Next, you need to define what you want to achieve with your work-life balance policy and what you expect from your employees. What are the benefits and challenges of offering more flexibility, autonomy, and support to your team? How will you align your policy with your practice's vision, values, and goals? How will you balance the needs and preferences of different employees, clients, and stakeholders? How will you communicate and enforce your policy clearly and consistently? You can use SMART (specific, measurable, achievable, relevant, and time-bound) criteria to set your goals and expectations.

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3 Involve your employees

One of the most important steps to create a fair and effective work-life balance policy is to involve your employees in the process. Your employees are the ones who will be affected by the policy, so they should have a say in how it is designed and implemented. You can solicit their input, feedback, and suggestions through surveys, focus groups, committees, or consultations. You can also encourage them to share their experiences, challenges, and best practices with each other. By involving your employees, you can foster a culture of trust, engagement, and collaboration.

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4 Offer options and resources

A work-life balance policy should not be a one-size-fits-all solution. Different employees may have different needs, preferences, and circumstances that affect their work-life balance. For example, some may prefer to work remotely, while others may need to work on-site. Some may need flexible hours, while others may prefer a fixed schedule. Some may need more support, while others may be more independent. Therefore, you should offer options and resources that cater to the diversity of your team. You can provide tools, training, coaching, mentoring, or other forms of assistance to help your employees manage their work-life balance effectively.

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease ?? Doctoral Studies: Leadership + Organizational Psychology ?? Conference + Event Speaker ??
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Remember that no one can meet everyone's desires all of the time. When designing remote and flexible work, you will never satisfy everyone. Start by stating that at the beginning. Let the team know that you will do the best to meet the desires of individuals... AND that you know it won't be perfect. Be mindful of fairness and perceived fairness. If you can't explain in front of a whole group why one or some people are being treated differently, it's probably not treatment that should be different. Start with smaller options. Consistent options for everyone. Something that works for the team as well as the business.

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5 Monitor and evaluate

Finally, you should monitor and evaluate the impact and outcomes of your work-life balance policy on a regular basis. You should track and measure the indicators that reflect your goals and expectations, such as employee satisfaction, productivity, retention, performance, well-being, and client satisfaction. You should also collect feedback from your employees, clients, and stakeholders on how the policy is working for them and what can be improved. You should use the data and feedback to review and adjust your policy as needed to ensure its fairness and effectiveness.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a fair and effective work-life balance policy for all employees?

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1 Assess your current situation

2 Define your goals and expectations

3 Involve your employees

4 Offer options and resources

5 Monitor and evaluate

6 Here’s what else to consider

Practice Management

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How can you create a fair and effective work-life balance policy for all employees?

1

2

3

4

5

6

1 Assess your current situation

2 Define your goals and expectations

3 Involve your employees

4 Offer options and resources

5 Monitor and evaluate

6 Here’s what else to consider

Practice Management

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