Work-life balance and well-being are not only important for individual employees, but also for the overall performance and culture of an organization. As a leader, you can play a key role in creating a culture that supports and values these aspects of your team members' lives. Here are some ways to do that.
One of the main sources of work-life imbalance and stress is unclear or unrealistic expectations from managers and peers. To avoid this, you need to communicate clearly and frequently what you expect from your team, how you measure their success, and what resources and support they can access. You also need to listen to their feedback, concerns, and preferences, and adjust your expectations accordingly. By doing this, you can help your team set healthy boundaries, prioritize their tasks, and manage their time effectively.
In my experience, Flexible work Arrangements such as flexible hours, remote work arrangements to accommodate employee need is important. Encourage time off, offer wellness programmes and off days for employees. Acknowledge and reward employees that practice fair and consistent WLB practices.continuous improvement throughout the organization should always continue .
One thing I've found helpful is by providing flexibility, people in the team are able to experience the work life balance. But when there is a real business need or customer escalation being available is an expectation set to meet the needs of the customer.
1. Prioritise the work 2. Have a clarity of the project 3. Ensure availability of resources and tools 4. Calculate the risk and challenges 5. Contribute your time and help, guide within team 6. Take experts guidance to find best solution 7. If you are able to complete on time or a bit more, I am sure you can have a good work life balance.
As a Director, I had several leaders in my past that would say they didn't 'sleep under my bed' meaning they didn't monitor when I came to work or went home but they always managed to make martyr-like comments if I left before them. Most of the time they didn't even know when I had arrived. I would hear the comments or other leaders would share their fears of 'getting in trouble' and suggest I should walk on the same eggshells they did. Leaders must hold the bar when it comes to balance between personal and business obligations. We have to demand our time be valued as well as show our employees how to do the same. Work and personal life will always flow into each other and we must remember that acting with integrity with our time is key.
Another way to create a culture of work-life balance and well-being is to lead by example. You can show your team that you value your own health and happiness by taking breaks, using your vacation time, engaging in hobbies and interests, and avoiding burnout. You can also share your tips and strategies for coping with stress, maintaining a positive mindset, and staying motivated. By modeling healthy behaviors, you can inspire your team to follow suit and create a more supportive and respectful work environment.
When I hear someone brag about having hundreds of hours of PTO, I remind them that paid time off is crucial to mental health and workforce productivity. I frequently share with others that without our health and happiness, our work contribution will suffer. Living to work is an out-of-proportion mindset. We work to provide for our needs and to contribute to society with our gifts. In order to give our best to all, we must take care of ourselves and enjoy the fruits of our labor too.
A third way to create a culture of work-life balance and well-being is to encourage flexibility and autonomy among your team members. You can do this by allowing them to choose their preferred work hours, location, and style, as long as they meet their goals and deadlines. You can also empower them to make decisions, solve problems, and take initiative, without micromanaging or interfering. By doing this, you can help your team achieve a better fit between their work and personal lives, and foster a sense of ownership and engagement in their work.
As a healthcare leader, I understand all too well the difficulty in providing flexibility when patient care is so regimented. It takes innovation and teamwork to include personal well-being in the daily assignments. Finding unique ways for the team to support the workload and allow appropriate breaks is a challenge in many settings. Often it boils down to taking on a little extra work now so you can have a quick break while someone else is up and running. Allowing teams to think outside the box and solve their own stressors in new and creative ways goes far in encouraging ownership in shared responsibility for a healthier work environment.
A fourth way to create a culture of work-life balance and well-being is to recognize and reward your team members for their achievements and contributions. You can do this by giving them regular and specific feedback, praising them publicly and privately, and offering them incentives and opportunities for growth and development. You can also celebrate their milestones, birthdays, anniversaries, and other personal events, and show appreciation for their efforts and dedication. By doing this, you can boost your team's morale, confidence, and loyalty, and make them feel valued and respected.
Maintaining a list of simple questions to ask employees regarding how they prefer to be recognized and praised is a great starting point to respecting their boundaries. Some may prefer a favorite candy bar while others want a plaque of appreciation. Understand that not everyone wants a public show of affection and celebration. It is equally important to include the team in determining what to celebrate, when, and how. By building in celebration experts, you won't find yourself running out of energy. There is usually at least one 'party-planner' in the bunch that enjoys the act of planning a celebration no matter how small. And don't forget to celebrate your efforts too. Be the example!
A fifth way to create a culture of work-life balance and well-being is to promote learning and development among your team members. You can do this by providing them with access to training, coaching, mentoring, and other resources that can help them enhance their skills, knowledge, and competencies. You can also encourage them to pursue their interests, passions, and goals, and support them in their career paths. By doing this, you can help your team grow professionally and personally, and increase their satisfaction and fulfillment in their work.
Encouraging others to build their competence has a positive by-product of also growing their confidence. Strive to be skilled at providing growth opportunities that stretch those under you who have a desire to grow. Let them learn what happens at meetings they are not typically involved in and the preparation that goes into a presentation. Show them that you are wiling to take a chance on them. And that progress is more important than perfection.
A sixth way to create a culture of work-life balance and well-being is to foster social connection and collaboration among your team members. You can do this by creating opportunities for them to interact, communicate, and bond with each other, both formally and informally. You can also facilitate teamwork, cooperation, and mutual support, and leverage the diverse strengths and perspectives of your team. By doing this, you can help your team build trust, rapport, and camaraderie, and create a sense of belonging and community in your organization.
The work-life balance subject have never been so investigated as it's now, and even with so many information, we still struggle to find a unique solution for it. Here are some lessons learned that can support us on this movement: 1. Psychological Safety: Employees need to feel psychologically safe to stand up and inform some blockroads impeding him/her to thrive. If this is part of the culture, we bring the other topic. 2. Responsability: For some many roles we are moving from "8 hours/day" delivery model to "tasks/project deliveries". We are all adults and this is a need in a work environment. 3. Practices: Benefits/situations that bring more experiences related to a good life into the work environment, such as yoga, Gym Plan, etc.