Here's how you can assist team members struggling with work-life balance.

There will be multiple signs coming from your team member in the form of adhoc leaves or low in performance, during such time an informal talk to check up on their well being would make them feel more comfortable about opening up about their work life balance crisis. Talking to them to understand the root cause of their problem and trying to support them during the challenging period will help the team member to rebound back to be the same performer once again. Making them feel inclusive in the system allows them to open up better than having a formal check in meetings in my opinion.

When a team member finds themselves out of balance between personal and professional life, working more than necessary, it can indicate a strong commitment to results and deliverables. However, it may also reflect difficulties in planning or setting boundaries. The inability to say 'no' is common among highly committed individuals, but it's important for leaders to recognize this challenge and help the team understand the importance of 'no' and prioritization. Offering training to develop this skill in professionals is essential. A very useful book that can be recommended for this training is 'Boundaries: When to Say Yes, How to Say No to Take Control of Your Life' by Henry Cloud and John Townsend

Esse nível de percep??o só possue quem realmente conhece seu time! Quem divide experiências e recebe retornos em patamares de igualdade com seus liderados. Toda lideran?a passará por situa??es onde os membros da equipe ser?o afetados por problemas pessoais. Saber ler esses indicativos e dar a oportunidade de diálogo nesse nível de abertura, te permitirá formar mais que um grupo, te permitirá formar um time onde um trabalhará pelo outro, onde todos se apoiar?o. E muitas das vezes apenas apoio pode ser um fator de mudan?a de postura para aqueles que sofrem sozinhos sem ter com que dividir suas angústias. A escuta ativa da lideran?a n?o pode ser somente sobre o projeto, precisa ser sobre as pessoas que comp?em o time!

Para ayudar a tu equipo, identifica signos de desequilibrio entre trabajo y vida personal, como cambios en el comportamiento o síntomas de estrés. Mantente alerta y fomenta un diálogo abierto donde los miembros del equipo puedan discutir desafíos y encontrar soluciones juntos

In my experience, team members usually exhibit this multiple ways but you need to observe than wait for them to open up. If it’s an agile team you can find in their standup or in retro they would say about how team is working extensively. Always give that space for the team to have that open dialogue system or a safe space where they can discuss with you. Don’t ignore the signs. We should always encourage the team to take holidays so that they can come with fresh thoughts and that will help them to re-focus. Talk to your peers more so then you can try to address it as quick as possible

Para garantir o equilíbrio entre vida pessoal e o trabalho é fundamental que haja planejamento, tanto da equipe quanto do profissional, assim como parceria e alinhamento. O planejamento permite o acompanhamento dos processos de trabalho, seus prazos e reconhecimento do que é urgente e o que pode ser feito em um momento posterior. A parceria e o alinhamento geram confian?a para que possamos estabelecer limites e ter um ambiente de trabalho seguro e saudável.

Boundaries aren't just about work hours. It's also about setting limits on how often work intrudes on employees' personal lives and mental space. Respecting "Off" Time: Avoid the temptation to send after-hours emails or messages unless it's a true emergency. This reinforces that you respect the boundary. The Power of 'No': Help employees feel empowered to say no to additional tasks when their plate is full, without fearing negative consequences. Meetings Matter: Schedule meetings during core work hours whenever possible. Early or late meetings cut into personal time. Walk the Walk: If you are constantly working outside of normal hours, it sends the message that boundaries are optional.

Esse é um ponto que sempre pensei! O horário é um fator que sempre deveria ser pessoal do indivíduo. A entrega está atrelada a institui??o e ao projeto, mas o horário n?o precisa ser um vetor de encarceramento. Se você definiu as prioridades, explicou os objetivos e esclareceu qual tempo de atingimento das metas, o horário deveria ser definido por quem executa. Desde que o fa?a porque precisaria estar dentro ou fora do escritório? Porque precisaria estar X horas atrás de uma mesa? Numa cultura de pessoalidade por vezes a presen?a será necessária, mas para o projeto a entrega deve ser o fator principal sempre! Fa?a o seu tempo! Entregue sempre! E curta a vida sem padr?es que n?o contribuem em nada para o pessoal ou profissional.

Na administra??o federal, temos o Programa de Gest?o e Desempenho que incentiva órg?os e servidores a planejarem suas atividades e seu tempo de acordo com as entregas necessárias. Busca mudar o paradigma do controle do tempo, pela gest?o do que efetivamente importa: o resultado. A Enap é adepta do PGD e permite que gestores e servidores se organizem com flexibilidade. Adicionalmente, a coordenadora da área que trabalho implantou o uso do Trello para permitir o acompanhamento assíncrono das tarefas.

Flexible schedules can significantly enhance work-life balance by offering employees greater control over their work hours and enabling them to better manage personal responsibilities alongside professional commitments. Flexible schedules contribute to improved work-life balance through: * Enhanced Productivity * Improved Health and Well-being * Increased Job Satisfaction/Retention * Better Family/Personal Relationships * Promoting Work Autonomy * Supporting Diverse Workforce Needs * Economic and Environmental Benefits Flexible schedules not only enhance an individuals well-being and job satisfaction but also drives productivity and loyalty, creating a win-win situation for both employees and employers.

é importante que a lideran?a e a institui??o deem exemplo e estrutura para que as equipes fa?am uma boa gest?o do tempo, primando pela saúde mental. Atitudes que contribuem s?o evitar contatos n?o urgentes fora do horário de expediente e organizar a equipe de modo que todos possam tirar férias, conciliando a agenda de trabalho e pessoal. Outro exemplo é a disponibiliza??o e efetivo uso de ferramentas como o Trello, que colaboram com o processo de organiza??o pessoal e profissional. Um bom aplicativo de agenda, que possibilite bloqueio para momentos de foco, e possa ser visualizada internamente, contribui para a constru??o de uma cultura de trabalho mais saudável.

One thing I practice that has helped me with time management is if I did not complete all my tasks that I set out to complete for the day, I give myself permission to disengage from the tasks for the day, but start my next day’s to do list. In this way, I recognize that I may not be able to get everything done every day. But I end my day by thinking about and planning for the next.

I set an annual goal for myself on how many books I want to read, classes I want to teach and take. This helps keep me goal oriented.

It's important to show understanding and empathy towards team members who are struggling with work-life balance. One way to assist them is by openly discussing the challenges they are facing and offering flexible work arrangements when possible. Encouraging them to take breaks and time off to recharge can also be helpful. Additionally, providing access to support resources such as counseling or mental health services can make a positive impact. Creating a supportive and inclusive work environment where team members feel comfortable discussing their work-life balance concerns can lead to a more resilient and happier team overall.