You’re a people manager. How can you ensure work-life balance is a priority for your team?

Three steps that can be taken: - Role modelling is crucial to spreading a culture of work-life balance. As a manager you need to have clear work life boundaries and signal them to your colleagues. - Ensure that people actually take their time off, and are able to fully disconnect. Organise coverage for those who have to take time off. - Revisit job design and task allocation on a regular basis: are people able to cover all their tasks? Do some tasks need to be reallocated for a more achievable workload?

Establish norms like protected personal time with no emails/calls expected. Have team discussions aligning on reasonable versus excessive workloads. Collaborate in prioritizing tasks and deadlines to eliminate unnecessary strain. Gain consensus that balance is a shared responsibility between employees and leaders. Revisiting balance expectations regularly reinforces its importance.

As a People Manager, our priority should be ensuring work-life balance it involves policy, practices, work culture, flexibility, appreciation, regular follow-up and provide needed resources that values personal well-being.

I will make it a mixture of firm and fun. Here some examples: 1. I will not allow anyone in the office before or after certain times. 2. Every Monday, everyone must tell us what they have done with their families, friends, or just for themselves. 3. Every Friday, we organise fun activities where everyone participates. 4. Every 3 months, we go out socialising. 5. I will allow employees to work from home up to 2 days per week. 6. I will allow employees to start late or finish early for personal use then recuperate it later. 7. I will teach them to be responsible and show them that I can trust them not to take advantage of my generosity and empathy.

As a manager of people, it's crucial to lead by example. Work-life balance is a vital element in keeping your team motivated and reaching objectives. This not only contributes to their overall well-being and job satisfaction but also improves productivity, engagement, and retention. One can consider some of the following: 1) Clearly communicate expectations and encourage the development of time management skills. 2) Set achievable goals and realistic deadlines for tasks. 3) Respect and support the need for time outs and offer flexibility in schedules. 4) Cultivate a positive work atmosphere. 5) Conduct regular check-ins and provide resources and assistance when needed. 6) Recognize and celebrate accomplishments regularly.

I completely agree. In order for our team to feel comfortable and empowered in doing so, we in the first place have to practice what we preach. An example is respecting the team’s working hours. I for instance prefer to start my day early, while others prefer to say late. I don’t set expectations for the team to mimic my early start when setting up meetings. I instead plan these during our joint working hours. Another example is being real with life’s unexpected curveballs. We get sick, as do our kids, we have last minute unexpected situations which can lead to a cancelled meeting or late arrival. Being open and honest about what we are going through helps in forging open and honest relationships during the good and tough times.

Maintain a schedule demonstrating integration of personal commitments with work. Share when you unplug to exercise, attend events, or simply recharge. Be transparent about using personal time off, not just sick days. Celebrate team members making time for life outside the office. Leading by example prevents an "all work" culture taking root under your leadership.

Leading by example is the only way to promote work-life balance. And this cannot be done quietly. Being overt about taking time to do non-work things is important and gives your reports permission to take the time they need - not just to take care of children - but to pursue whatever activities make them whole. Saying "I can't meet at 6, I have a yoga class then, but I can meet first thing tomorrow morning" shows that you have boundaries and you are balancing your personal needs with finding solutions to the work demands. Of course you also need to model work ethic, and ensure that when you are on, you are ON, and when you are off, you are OFF.

Como líder de equipe, é essencial exemplificar comportamentos saudáveis para fomentar o equilíbrio entre vida pessoal e profissional entre os colaboradores. Ao ser um modelo, você demonstra a importancia de cuidar do seu bem-estar e vida pessoal, encorajando os membros da equipe a seguir o mesmo caminho. Isso inclui fazer pausas, desconectar-se do trabalho, estabelecer limites, gerenciar o estresse e dedicar tempo a atividades pessoais e interesses. Ao incorporar essas práticas, n?o apenas melhora seu próprio equilíbrio, mas também cultiva uma cultura de trabalho positiva e solidária, onde todos s?o incentivados a priorizar seu bem-estar e encontrar um equilíbrio saudável entre vida pessoal e profissional.

When a boss is all work and no play, it sets a tough precedent for the team. If the boss is always on, does that mean I've got to be glued to my email at midnight, too? It sends this message that work is everything, and life outside the office doesn't matter. Bosses who show they value life beyond work make it okay for everyone else to do the same. Take your full lunch break, actually use your vacation days, turn off notifications after hours—show your team it’s not just okay but necessary to recharge. Say "Hey, I’m not just about spreadsheets and meetings; I’ve got hobbies, family, a life." It builds a healthier, happier team vibe. Plus, it shows you're human, and that’s something everyone can relate to.

Allow adjustable schedules so team members can attend to family needs. Provide tools and training in time management. Distribute engaging work that utilizes strengths, boosting productivity. When possible, give employees a choice over how they integrate professional and personal realms. Cultivating autonomy and flexibility empowers your team to proactively live a more balanced life.

Fomentar a maleabilidade e a autonomia é crucial para o equilíbrio entre vida pessoal e profissional, permitindo que os membros da equipe realizem suas tarefas de acordo com suas preferências, necessidades e circunstancias. Como líder de equipe, você pode promover a flexibilidade e a autonomia oferecendo alternativas como horários variáveis, trabalho remoto ou baseado em projetos. Também é possível capacitar sua equipe para tomar decis?es, resolver desafios e adquirir novas habilidades, sem controlar excessivamente seu trabalho. Ao conceder mais liberdade e op??es à equipe, você aumenta sua motiva??o, satisfa??o e capacidade criativa.

As a public manager, ensuring work-life balance is a priority for my team involves several key strategies. Firstly, I would promote and encourage flexible work arrangements such as telecommuting, flexible hours, and compressed workweeks to accommodate personal commitments outside of work. Additionally, I would actively communicate the importance of work-life balance to my team members and lead by example by demonstrating healthy work habits myself. Providing access to resources such as employee assistance programs, wellness initiatives, and mental health support services can also help employees manage stress and maintain balance. Regularly checking in with team members to assess their workload, stress levels, and overall well-being i

Ensuring that you are measuring the task being done, and not the presence at any given moment together with modelling behaviours that show a healthy respect for your own life will enable people to feel empowered to do the same.

Advise them to follow the sop and make a work line process like step by step for automation. So The team promptly does operations and gets more flexibility in the work life balance.

Estimular a flexibilidade e a autonomia é fundamental para equilibrar vida pessoal e profissional. Isso permite que os colaboradores trabalhem de maneiras que atendam às suas necessidades. Como gestor, promova flexibilidade com horários variados e trabalho remoto. Capacite a equipe para tomar decis?es e resolver problemas sem interferência. Ao conceder mais liberdade, motiva??o e criatividade s?o aumentadas.

My favourite thing to do is when I catch people working when they are not supposed to be (whether they are sick or supposed to be having a break), I say: "That was a test and you failed". It's a bit of a joke and we have a laugh but the people pleasers who are normally the worst for over-working will also be like - oh shit I don't want to fail. So it works.

A good people manager maintains continual contact with their team and by building trust and relationships is best placed to regularly re enforce work life balance. They also promote great work life balance by ensuring they look after themselves as much as their team - if you live it and show it the team will respect and follow

Lead by example, taking time for yourself – encourage your team to unplug and recharge through vacations and personal pursuits. Provide flexible arrangements, allowing them to step out on their own schedules and environments. Monitor for signs of overexertion, prioritizing tasks and delegating responsibilities to maintain a manageable workload. Promote wellness by creating opportunities for them to stretch their skills, exercise, and engage in team-building activities. Foster an open, nurturing environment where your team feels comfortable expressing their needs. Celebrate those who strike a healthy balance, reinforcing its importance. Provide resources and continuously evaluate, making adjustments to ensure your team is happy.

Set clear expectations to the staff. The common thing leaders forget to ask is the most simple question of "How are you " Follow up with staff especially if you see them struggling