A disturbance in the Force...

‘I sense a disturbance in the Force’. ‘You always sense a disturbance in the Force. But yeah—I sense it too.’  ― Luke Skywalker & Kyle Katarn.

Driving home recently, I read the following line on a passing vehicle, ‘Objects in your rear-view mirror are closer than they appear’. Reading this, my inherent dependency on the past to navigate the present dawned on me. I wondered – was I alone? Suddenly, my dependency seemed reactive. Rather than focusing on what was in front of my windshield, I had been pondering on what I had left behind. 

The obvious next thought was to balance insights from both pieces of glass, & so it is with life – work life!

Work often receives a higher, if not equal position of importance in our lives. Enabling an income, ensuring food on the table & that pile put aside for the odd rainy day. Hence, the idea of achieving work-life balance in our volatile, uncertain, complex & ambiguous world continues to have relevance for both employers & employees.

Employers always expect enhanced deliverables. Employees toil, resulting in longer days due to their own reasons. Outcome - limited personal time. 

The efficacy of work-life balance depends on the angle from which it is viewed. Employee perspectives revolve around flexibility, choices & empowerment. Seen through the organization’s lenses, its productivity, efficiency & profitability. Interestingly, both hold ground & neither is exclusive.

Long before the current pandemic, working parents & caregivers have struggled to balance these realities. Schools, daycare centers & recreation options continue to remain off-limits, whereas parents have become full-time caregivers, entertainers, all while homeschooling. Furthermore, in their avatars as employees, they have had to step up their game as parenting is a full-time job.

The reopening of schools & daycare centers will have dependencies on possible blends between in-person attendances with online education to minimize contact exposure. So until a viable vaccine becomes available, it’s status quo.

Simultaneously, as workplaces welcome back employees, many may opt for distinct modes of operating depending on their life stations. Irrespective of gender, employees may remain tentative in raising concerns in light of potential salary cuts & layoffs. Dual income households may feel burdened to prioritize family &/or their spouses’ careers. 

Given prevalent turnover costs, enhancing retention efforts during reviews, promotions &/or layoffs; organizations that are considerate of long-term potential & performance while keeping an eye out for possible bias against caregivers opting for alternative work modes, will go the extra mile. 

Fortunately, forward-looking organizations are introducing numerous ‘Flexible Work Solution’ options: flextime, reduced hours, compressed workweek; telecommuting or satellite offices, job sharing, banking of hours, annualized hours, & gradual retirement are prominent. Others opt for fully or partially paid & even unpaid leave with benefits. Sabbaticals, enhanced insurance/hospitalization cover & leave pools are all trending. 

Having said that, it is important to understand that options provided under Flexible Work Solutions challenge traditional assumptions about how, when & where work is done. For work is not where one goes, it is what one does. Tasks with greater autonomy are more adaptable, while those requiring significant interactions, tool or equipment dependencies require detailed planning before enablement. Some roles may not even be compatible. Hence, the provision of such options will have dependencies on government regulations, business realities & organizational culture.

As part of the commute bound, working community, maneuvering in a slowly unlocking world - let us keep a constant lookout on both pieces of glass. The one in front & the one behind – thereby being open to embracing new norms of life – work life!

For is it not the right thing to do? 

Disclaimer: The views & opinions expressed in this article are those of the author & do not reflect the official policy or position of any specific organization.