What do you do if your employees are leaving due to poor work-life balance in Business Innovation?

Addressing poor work-life balance in Business Innovation is crucial to retaining employees. Implementing flexible work hours can help employees better manage their personal commitments. Encouraging breaks and time off can prevent burnout and increase productivity. Providing resources for stress management and promoting a healthy work environment can create a better balance for employees. By prioritizing work-life balance, companies can boost employee satisfaction and loyalty.

Recognition and awards can have a powerful effect and if over-used, it can have a negative effect. So, I tend to use them sparingly to motivate a team. If people are leaving it comes down to one of five things: 1) lack of flexibility in the job 2) lack of advancement opportunities 3) stress in the job or workload issues 4) there is a job and skills mismatch. 5) poor leadership / poor communication However, to understand what is motivating to leave requires analysing the situation and understanding why people are leaving. Some of this can be obtained from exit interviews but real understanding comes from engaging with employees in one to ones, team meetings, and informal chats to understand the issue.

A few questions to ask yourself 1) how many priorities are you giving your employees?? 2) how often are you CHANGING those priorities? 3) when you consider workload and balance are you incorporating individual needs? 4) what succession plans do you have? 5) is there a clear path for career progression ?

Is crucial. Offering flexible hours allows employees to better balance work and personal life, reducing stress and improving job satisfaction.

As innovation leaders, it's our duty to foster work environments where employees feel balanced, inspired, and successful. Ensuring clear, consistent priorities and communicating a compelling purpose are crucial. We must guide our teams to focus on high-impact activities and be realistic about achievable outcomes. Helping employees navigate challenges and refocus during setbacks can maintain motivation and prevent turnover. Creating a culture that values both innovation and work-life balance is key to retaining talented teams committed to achieving strategic goals.

Empowerment through Training: Provide time management, stress reduction, and wellness workshops. This equips employees with the skills they need to thrive in both work and life. Community Building: Facilitate employee resource groups (ERGs) dedicated to work-life balance. These provide a safe space for sharing experiences, finding support, and learning from peers. Make Support Tangible: Offer flexible scheduling options, mental health days, and access to counseling services when needed. These demonstrate a commitment to well-being that goes beyond words. Lead by Example: Managers and leaders should model healthy work-life balance practices, encouraging their teams to prioritize self-care and avoid burnout.