The Great Balancing Act: Work, Family & Life Itself
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All too often, the phrase “work-life balance” pops up in articles dealing with topics ranging from job interviews to salary negotiations to general management practices and policies. The phrase is so overly analyzed and criticized, one would think it is some new phenomenon. It isn’t new.
Several decades ago, a book entitled “The Overworked American” created a stir in the business world. It revealed that across most industries, salaried, management-level employees who thought they were being paid quite well really weren’t paid well at all. Here’s why: if someone divided their fixed salary (minus deductions) by their actual work hours, they would be shocked to see their real hourly rate! By the way, the book was written long before laptops, tablets and smartphones became the norms for conducting business…anywhere and at any time.
As much as I love technological advancements, let’s face it. Many employers have capitalized on the 24/7 availability factor. Is it any wonder that so many people are stretched to the max and seek ways to minimize that stress? I contend that services such as fitness centers, massage salons, aromatherapy, meditation training and a host of other businesses have emerged to quell the madness of always being “on.” Coping with stress is one thing but needing and wanting to spend time with your family, friends and your self is another story. More often than not, it’s a balancing act that usually tips in favor of work.
Personally, I happen to admire young people who are demanding more equitable arrangements from their employers. In addition, I admire people who are creating new businesses that are responsive to their employees. During the last few decades alone, sweeping demographic changes have occurred. Today, we have a large, aging, retiring population that requires more healthcare and personal assistance. Increasingly, young people are postponing both marriage and children because they simply cannot afford them, financially or work responsibilities-wise. Larger numbers of single parents struggle with having to do it all. These and other stressors don’t even begin to address the “life” side of the “work-life” equation.
From an economic standpoint, progressive companies that provide meaningfully flexible benefits will have a far more productive, functional and happier workforce. Here’s an example. Recently, one of my former students who works for a large media network told me that he was covering for his boss who is on paternity leave. Even though this means more work for that former student, he acknowledged that he’s gaining more experience. He’s glad that his boss has entrusted him with the work. He knows it’s temporary. Barring any unforeseen changes in company policy, he knows this benefit is available to him when he may need it in the future.
Although we didn’t discuss this, I bet that his boss is grateful to be working for a smart employer that not only hired the right person (in the form of my former student) but also provided ample time for bonding with that newborn child. I’ll address these and more points in my next article that will appear in two weeks. This next week, I’ll be on a short vacation – something for which everyone should have the time!!
Next blogpost: “The Great Balancing Act: Part II”