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

Implement policies and practices that support work-life balance, such as flexible work hours, remote work options, and wellness programs. Additionally, provide resources for time management and stress reduction techniques to help employees better manage their workload and personal commitments.

I think there is appropriate office / home work balance. You need to meet in person sometimes, but you need to make it productive and focused, not just "face time". It comes down to accountability and communication. Bosses shouldn't text or call employees after hours. That's what email is for. People working from home shouldn't need to be "logged in" and "accountable" every moment they are home. You should never spy on them. Set reasonable deadlines, and then have your meetings to go over the deliverable product to review and make any edits or changes. Be trusting, but remember, it works both ways.

I think it’s always important to provide a supportive environment. Remind staff to ask for help, use their lunch hours and/or breaks, and take time off, if needed. Sometimes we get so involved with our clients and there is so much to be done we forget that we matter too. I also believe trainings on self-care are a constant reminder on what to do to prevent burn out. And if it’s need too we should always remind staff about the EAP option through our jobs. It’s important to take care of our staff and ensure they feel supported.

Dear Human, having a positive work environment that promotes work-life balance is vital for both employers and employees. It can prevent burnout, decreased productivity, and higher turnover. Employers can implement strategies such as setting a positive example by taking breaks and vacations, focusing on specific goals, offering flexible work arrangements, encouraging open communication about workload and deadlines, and promoting well-being through breaks for exercise or meditation. By prioritizing work-life balance, companies can create a happier, healthier, and more productive work environment that benefits everyone.

A 4 day work week makes a huge difference, especially for employees with children at home. Onsite daycare is also high impact (and far less costly than it sounds), can free up 2 hours a workday and cut their stress. Bring in excellent coffee making on site like a Keurig and the Lattes, Green Teas, Hot Chocolate pods. Add a water cooler, hydration helps every function. Map your office processes to find time-wasters/low value and legacy tasks to cut out entirely. Documenting activities that are never reviewed or rethought is a prime example, data has many more costs than bureaucrats realize. Crosstraining your staff so they have "walked in the shoes" of other departments/functions and can better work together as a result de-stresses.

- Set an non-contact policy outside the work hours. - Teach your employees to prioritize the work according to the priority. The pro-tip that works for me personally is to complete the high priority task during the primary hours, when your energy is high. - Value your employees productivity over the hours they spend in front of the desk. - It′s important to not beat yourself up over small mistakes as it only hinders your productivity and in worst case, lead to procrastination. - Last and most importantly, learn to disconnect and do things that you love,so that you can fill yourself with energy for the new day!

Flexible work arrangements can significantly support employees grappling with work-life balance. With options like tailored start and end times or the option to work remotely, we empower them to better manage their responsibilities and stress. Additionally, allowing deadlines to be extended, employee well-being schemes or encouraging time-off signals a commitment to their mental and physical health. Flexibility not only demonstrates trust in their ability to manage their workload but also acknowledges the diverse needs of individuals in a team - neurodivergence, physical disabilities etc. This affirms our support for their efforts to balance personal and professional demands, fostering a healthier and more productive environment.

I know first hand at this moment, what it feels like to have my schedule so heavy. I am currently in my MSW program full time, working full time & I have my personal life as well. I know how important flexibility is - making sure my employees know the support is available without feeling guilty would be my goal.

As a leader, I know my job is to make it *easier* for my staff to do their jobs *well*. So I bring systems and tools to keep track of the small things that fall by the way-side because they are not the joy-bringers. I find ways to bring people together, especially if their work assignments are in different places. I also encourage people to flex out when their work is done. I get happy when I sign a salaried-person's time card and it has less than 80 hours for the pay period. And I say it! I publicly make errors and laugh at myself. We'll say every time on purpose to normalize that making a mistake is ok. When people tell me they're not coming in to be there for a family member, I respond, "I'm glad he'll have his mom there."

Actually, I agree with you. Because not every employee is at the same level of expertise. The support system helps to give opportunity to the 'weak' employees to learn the work systems at a slightly slower pace. However, some have turned out to be the best employees because of this approach. It fosters a sense of belonging and inclusiveness.

Support systems are an asset, I can attest to that. For the case of peer support groups (if they are informal), these may be mistaken to be 'cliques' or 'gossip groups'. It is important not rush into any conclusion but rather try to be as professional as possible in ascertaining the peer group 'glue'.

Encourage self-management for applicable job roles. Trust that employees can manage their time and find coverage or back-ups when needed. If I want to enjoy my son’s baseball game on a Wednesday afternoon at 4:00, and I have work under control, I shouldn’t have to ask permission. Putting employees in a position where they have to ask their employers for permission (favors) to balance work and life erodes psychological safety and autonomy.

I realize that there are people who have trouble balancing their work and their life. I have not, although my wife might disagree. I am one of the 13% of Canadians that is mission-driven and I have been lucky to have found employers for most of my 40+ year career that saw value in them supporting me to pursue my personal mission or 'calling'. I retired about 8 years ago and am still working full time on that same mission or calling, even though no one is paying me to do so. I continue to do it because I need meaning to feel vibrant and alive. I feel that I was very fortunate to have had work-life integration throughout my career. No tradeoffs required when you find a way to have a 'both-and' career.

In my opinion, having open discussion one on one is better then having conversation In group because many people have different challenges, issues or needs which vary from person to person. Every organisation should have a counselor to help workers to coup up balance in work and life.

Look into your own company and yourself. If multiple employees are complaining or struggling, then the issue is not just the employee and needing to force boundaries but to look at how often you change policy, if their case load is balanced, if they have adequate supervision and support, if they have the training to deal with certain complicated cases, if they have all the resources they need, IF THEY’RE PAID ENOUGH, if they FEEL VALUED, if they actually have an hr they can go to for issues.

When employees are struggling with work-life balance, consider the following approach: ?? Transparency and Clear Goals: Be transparent about the organization's goals and how individual roles contribute to the larger mission. ?? Divide and define : Clearly define roles and responsibilities to avoid overwhelm and ensure tasks are manageable. ?? Freedom in Work: Give employees autonomy to complete their work, promoting a sense of ownership and trust. ??Culture of Integrity and Respect: Foster an environment where employees respect each other's time and commitments, reducing the need to pass on tasks. ?? Bonding and Inclusive Culture: Encourage strong relationships among team members, creating a support system for help and collaboration.