What are the best practices for coaching employees to balance work and life?

2 Set realistic and aligned goals

The next step is to help your employees set realistic and aligned goals that reflect their work-life balance aspirations and priorities. Realistic goals are SMART: specific, measurable, achievable, relevant, and time-bound. They are also aligned with the employee's values, strengths, and interests, as well as the organization's vision, mission, and objectives. As a coach, you need to facilitate the goal-setting process, provide constructive feedback, and ensure that the goals are clear, agreed upon, and documented.

3 Provide support and resources

The third step is to provide your employees with the support and resources they need to pursue their goals and balance their work and life. Support can include regular check-ins, recognition, encouragement, and guidance. Resources can include tools, training, mentoring, or referrals. As a coach, you need to assess the employee's progress, challenges, and learning needs, and offer the appropriate support and resources accordingly. You also need to respect the employee's autonomy, confidentiality, and boundaries, and avoid micromanaging, imposing, or judging.

4 Encourage self-care and wellness

The fourth step is to encourage your employees to practice self-care and wellness, which are vital for their physical, mental, and emotional health. Self-care and wellness can include activities such as exercise, meditation, hobbies, socializing, or relaxation. As a coach, you need to model healthy behaviors, share tips and resources, and create a supportive and positive work culture. You also need to acknowledge and address any signs of stress, burnout, or imbalance in your employees, and help them find solutions and coping strategies.

5 Promote flexibility and balance

The fifth step is to promote flexibility and balance in your employees' work arrangements and expectations. Flexibility and balance can include options such as remote work, flexible hours, reduced workload, or time off. As a coach, you need to communicate clearly, trust your employees, and focus on the results rather than the process. You also need to respect and accommodate your employees' personal and professional commitments, preferences, and boundaries, and avoid unrealistic or excessive demands.

6 Review and celebrate

The final step is to review and celebrate your employees' achievements, learnings, and improvements in their work-life balance. Review and celebrate can include activities such as feedback, reflection, recognition, or rewards. As a coach, you need to measure and monitor the employee's performance, satisfaction, and well-being, and provide honest and constructive feedback. You also need to acknowledge and appreciate your employees' efforts, progress, and successes, and celebrate them in meaningful and memorable ways.

7 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?