What do you do if your employees are struggling with work-life balance in Customer Experience?

If your employees are struggling with work-life balance in Customer Experience, start by fostering a culture that values well-being and promotes work-life balance. Provide resources such as flexible working hours, remote work options, and mental health support programs. Encourage open communication and regular check-ins to understand individual needs and address any issues promptly, ensuring that workload and responsibilities are manageable.

This is definitely the first step of a process that, if done correctly, will be very productive in the long run. Not only for he company, but for our team. It is always important to remember that our Customer Success team keeps our customers happy, so it is fair to say that we want them to be happy as well. Listening is a priority -preferably on a one to one basis in a relaxed environment, and outside the workspace, where they can express how they are dealing with stress and what their major concerns are. The team leader should be empathetic and non-judgmental; detaching from the situation(s) is fundamental to creative solutions.

The biggest problem leaders find is they don't wish to get into awkward discussions with employees. When I say Awkward, I mean for employers. This discussion happens when employee talks about problem at home, mental stress, possible relationship problems (shh). So what they do? They create a simple, ready to fail wellbeing, mental health program for employees which no one uses. This is story for almost all employer everywhere. So what to do - 1. Have talk at human level with employees, for some leaders its difficult but its important. 2. Listen - why no one listen now a days? listen for empathize. 3. Give space - stop calling employees after business hours. 4. Leader not Manager: Trying being one, its not easy so no one tries.

O desequilíbrio entre vida pessoal e profissional tem como varias consequências o esgotamento, rotatividade, impacto negativo na qualidade do atendimento. Devemos buscar: - Comunica??o aberta: Diálogo sobre as preocupa??es, feedback honesto e ambiente seguro. - Limites claros: Horário de trabalho definido, incentivo a férias e folgas, desconex?o fora do expediente. - Programas de bem-estar: Saúde física e mental, licen?as, atividades de integra??o. - Flexibiliza??o: Trabalho remoto ou híbrido, horários flexíveis, autonomia na gest?o do tempo. - Reconhecimento e recompensa: Valorizar bom desempenho e equilíbrio, recompensas e incentivos, reconhecimento público.

O equilíbrio entre vida pessoal e profissional é um aspecto crucial para a satisfa??o dos funcionários e, por extens?o, para a qualidade da experiência do cliente. Quando os funcionários lutam para manter esse equilíbrio, pode haver um impacto negativo tanto no bem-estar deles quanto na produtividade e no atendimento ao cliente, deve-se priorizar a análise e avalia??o das necessidades dos funcionários.

I believe that flexibility can be like magic, providing flexible work options such as remote work, flexible hours when available and appropriate, can help employees better manage their personal obligations while still meeting their work responsibilities.

Focando em horários flexíveis: - Implementar: Op??es de trabalho remoto ou híbrido, sempre que possível. - Avaliar: Possibilidade de horários flexíveis que atendam às necessidades individuais. - Conceder autonomia: Permitir que os funcionários gerenciem seu tempo e tarefas dentro dos prazos.

I firmly believe that flexible schedules and remote working are indispensable assets in enhancing productivity. By granting individuals the autonomy to manage their time effectively, flexible schedules empower workers to optimize their workflow according to their peak performance hours and personal commitments. Moreover, remote work eliminates the constraints of commuting, providing employees with a conducive environment that fosters concentration and creativity. This flexibility not only cultivates a healthier work-life balance but also promotes higher job satisfaction, leading to increased motivation and output.

Uma das alternativas é permitir horários de trabalho flexíveis ou a op??o de trabalho remoto pode ajudar os funcionários a gerenciar melhor suas responsabilidades pessoais e profissionais. Isso pode incluir horários de início e término flexíveis, dias de trabalho comprimidos ou semanas de trabalho mais curtas.

Los horarios deben ser razonables a las actividades laborales asignadas pero deben ir de la mano de la buena planeación y distribución del tiempo.

If the employee is feeling bad or they are feeling they are about to burn out, it’s important to share iniciativas that make him rest and cool down. An employee who is not happy will not deliver optimal results, and eventually will under perform.

The ability to manage time not only increases productivity, but also contributes directly to a better work-life balance. By equipping employees with effective time management skills, we enable them to optimise their daily tasks, reduce stress and find a healthy balance between work and life outside the office. This not only improves their overall well-being, but also translates into a better customer experience. Because employee experience and customer experience ALWAYS go hand in hand.

Effective time management skills are crucial for any leader as they directly impact productivity, efficiency, and overall success. Managers who adeptly manage their time can prioritize tasks, meet deadlines, and allocate resources efficiently, leading to smoother operations and better outcomes. Equally important is the need for managers to impart these skills to their teams. By training team members in time management techniques, managers empower them to work more autonomously, handle tasks effectively, and collaborate seamlessly, ultimately contributing to the organization's overall effectiveness and success.

Is the employee struggling with too much responsibility? Or are they not as efficient in their task execution as they can be? Either way, through regular 121s you would already have identified the employee was struggling. Ask them to obtain feedback or do so yourself, from their stakeholders to build up a better picture of the day-in-the-life of. As a leader you already have significant levels of responsibility, share examples of how you manage your work-life balance. Allow the employee to devise a strategy that works for them and ask them to pilot it. Set goals and review at regular 121s.

Ajude seus funcionários a gerenciarem o tempo de forma eficaz: - Treinamentos: Ofere?a workshops sobre organiza??o, prioriza??o de tarefas e técnicas de produtividade. - Ferramentas: Implemente softwares de gerenciamento de tempo e projetos para facilitar a organiza??o. - Comunica??o clara: Defina expectativas claras sobre prazos e metas, evitando sobrecarga de trabalho. - Delega??o: Incentive a delega??o de tarefas quando possível, distribuindo responsabilidades de forma equilibrada. - Cultura de respeito: Promova um ambiente que valorize o tempo pessoal dos funcionários, evitando interrup??es desnecessárias.

Oferecer programas de apoio à saúde mental, como acesso a terapia ou aconselhamento, pode ajudar os funcionários a lidar com o estresse e melhorar seu bem-estar geral.

Como gestor(a) de equipes e líder de pessoas, você tem a responsabilidade de cuidar do seu time e garantir que as pessoas colaboradoras da sua equipe tenham momentos de descompress?o, descanso e atividades que ajudem a aumentar o bem-estar. Foi-se o tempo - pelo menos entre empresas sérias e comprometidas - em que as empresas tratavam as pessoas como rob?s. Além do mais, corporativamente falando, a pessoa colaboradora que está bem e contente, tem uma produtividade maior.

Encourager les collaborateurs à prendre du temps pour eux. La politique sociale de l entreprise peut prendre en charge une salle de sport pur tout le personnel et les encourager à faire de l exercice qui permet un bon équilibre mental et ma santé. De même pour la cohésion de l équilibre faire une fois par mois par exemple une séance commune de sport, ou tout autre détente commune

Team support is so so SO important. Each member needs to feel seen and heard so that when issues come like a work-life imbalance come up, everyone is on board to support where needed. Our team finds its balance is daily morning meeting where we openly share our workloads and see where assistance may be needed. I'm a silent sufferer when it comes to work overload, so I'm so thankful that our team collaborates daily and the delegations begin where needed. It has taken my stress levels down and improved my work life, and in turn, my personal life!

Talk to them.... Does your team have an open and honest culture? Do you role-model this? Do you share your own personal experiences of work-life balance? Do you create psychological safety for your team? If not set this in place first. Then allow your team either 121 or in a team meeting to share their experiences and challenges. Teams are invariable named as they share a common goal and so it stands that team members should be able to support one another, and want to. Enable your team to feel confident in suggesting solutions to one another.

Para ser un equipo se debe dejar claro el papel que desempe?a cada uno de los que lo componen y cultivar la empatia. Se logra mas profundizar en las fortalezas de cada uno para maximizarlas.

One thing I've found helpful is encouraging team members to support each other and collaborate effectively. This reduces isolation and distributes workloads evenly. Actually, I disagree with the idea that recognition and rewards alone can solve work-life balance issues. While important, a supportive team environment which also includes the team manager and effective collaboration are equally crucial. An example I've seen is a team that fostered a supportive environment by encouraging collaboration and sharing best practices. This approach reduced isolation, distributed workloads evenly, and ultimately improved work-life balance for all team members.

As the leader, your team is your most valuable asset. While this may be a bit controversial, I believe your team is more highly valued than your clients. Because it’s your team who operate as an extension of you, your values, and your caring to help scale your business. Just like beautiful flowers in a garden that need to be tended to on a regular basis, so you must carefully tend to your team as well. It’s important to have an ongoing open and transparent dialogue with your team. One of the most practical ways to do this is through weekly or biweekly 1:1’s. Ask each team member in a scale of 1-10, how do they feel their worklife balance is. The more they know you care, the more they care about doing good work.

A revis?o recorrente é garantia de que você estará sempre atento(a) às necessidades das pessoas colaboradoras de sua equipe. Isso porque, mesmo que o cenário pare?a estar totalmente equilibrado, é importante recolher e analisar os feedbacks fornecidos pelo seu time. Nossas percep??es muitas vezes s?o diferentes, e este é o ponto que faz a revis?o ser importante, pois conseguiremos analisar o que podemos potencializar e o que podemos pivotar com base numa percep??o plural e variada.

- Encourage employees to set boundaries between work and personal life, such as establishing "unplugged" times and avoiding work-related tasks outside of designated hours. ?? - Promote a culture of taking breaks and vacations to prevent burnout and encourage rejuvenation. Lead by example by prioritizing your own well-being and modeling healthy work habits. ?? - Provide resources or referrals to external support services, such as counseling, financial planning, or childcare assistance, to address employees' holistic needs beyond the workplace. ?? - Recognize and celebrate achievements, both personal and professional, to reinforce a healthy work-life balance and foster a positive work environment.

I read in one article that there is no such thing as work life balance but more on work life integration. ??Be Present. We need to put our focus at work when we are on duty and set aside work when we are at home. ?? ??The more that we multi-task, the more that we feel overwhelmed. Avoid multi-tasking. Take it one task at a time.

I can share from my own experience that achieving work-life balance in a customer experience role can be challenging. In the past, I struggled to find that balance due to financial pressures or being the sole provider. Fortunately, companies today are increasingly prioritizing their staff's professional and personal well-being. They encourage open conversations to remove any awkwardness and emphasize teamwork, ensuring you have support when you need time off. Working schedules are now more reasonable, no longer demanding unpaid overtime but rather compensating fairly. Time management is key in maintaining this balance. Moreover, every company should prioritize employee experience Where employees feel valued and supported

it's hospitality, we are all struggling - unpaid overtime, missed holidays, disappointed family... it's our choice - doors are always open

Creating a nurturing, positive for employees from the beginning is key. Most of the above are reactive, after the fact. Emphasizing a mentality currently in play in the EU (current 35 hours work week, no drop in salaries); government mandated total benefits; childcare an imperative; encouraging use of time off (EU regs start you with five weeks of holiday time when you begin a new job, some countries offer more). In other words, start right. With the above in place from the get go, better results, no unnecessary struggles.