How Much Do You Want Your Employer to be Part of Your Life?

There’s no question that people are spending more time with their employer (albeit virtually) and thinking about work more than ever before—for most of us, this has become our new reality. Part of this is because so many of our normal activities fell away during COVID, from social events and vacations to everyday activities like going out to eat. We’re also generally working more hours, working different hours, and working nights and weekends.

It’s true that even before the pandemic, remote work had already blurred the boundaries between work and life and made it both more common and more acceptable for people to work and communicate with each other outside of normal business hours. While this “always-on” mentality is nothing new, it’s much more prevalent now that so many of us are working remotely.

Because of these shifts, work has become a much more significant part of people’s lives and therefore our identities. And despite concerns about burnout and overwork, people generally prefer having flexible hours because it allows them to optimize their workday around their individual preferences and needs.

But you still may find yourself feeling that work has crept into your personal life a bit too much, and you might be asking, “How much do I really want my employer to be in my life?” So let’s talk about where we’re headed in this space, how work-life integration can benefit employees, and what you should expect from your employer as we move toward the “new normal.”

Forget work-life balance—it’s about integration

Most workplace experts agree that it’s time to shatter the idea of work-life balance—going forth, it will be all about work-life integration. As one journalist put it, “We need to recognize that COVID-19 has dramatically changed personal and work dynamics, and we need to let go of the mental model of thinking of work-time and home-time as being distinct and separate blocks.”

Whether we like it or not, our managers and coworkers have become a much more integral part of our lives. Not just because we’re all working more hours, but also because we can actually see each other’s lives through video conferencing—our homes, our partners, our children, and our pets. The things that make us who we really are, outside of our jobs.

Is this shift entirely bad or entirely good? I think we can all agree that while there are pros and cons, the overall direction is positive. When managers and employees see each other as the well-rounded and multi-faceted individuals that they are, both parties benefit from a greater understanding of one another. This not only creates more empathy, cohesion, and team support, it also inspires discretionary effort.

Personally, I’ve gotten to know my clients on a much deeper level via video calls because they’re more willing to share about their life when they’re at home versus at an office. And I’ve also found myself opening up more to the people I work with. Because of this, I feel that we all have a better appreciation of each other as people, not just as clients or workers.

More of us are looking to our employers to define our identity

Not only are we looking to one another for support during the pandemic, but we’re also looking to our employers to help us hold onto our identities—what we believe in, and what we’re willing to fight for. Many of us are working more hours yet engaging in fewer non-work activities, which means we’re spending more time at work and we’ve had more free time to reflect on our purpose in life.

As a result, employees are finding that they attach more of their identities to their employer, and they want their companies to espouse their own values more so than ever before. Research from McKinsey confirms this: nearly two-thirds of US employees say that COVID-19 has caused them to reflect on their purpose in life, and nearly half are reconsidering the kind of work they do because of the pandemic.

The study concluded that “People who live their purpose at work are more productive than people who don’t. They are also healthier, more resilient, and more likely to stay at the company. Moreover, when employees feel that their purpose is aligned with the organization’s purpose, the?benefits expand?to include stronger employee engagement, heightened loyalty, and a greater willingness to recommend the company to others.”

In order to ensure future business success and maintain a robust talent pipeline, leaders can’t just talk about company purpose—they need to take action to align their organization with the values that matter most to employees. This could mean incorporating social or environmental goals into business operations, giving employees opportunities to support these efforts, or linking executive compensation to new metrics.

Your employer wants to know more about you—but they have the greater good in mind

While work-life integration has its benefits, there are some aspects of this that can feel intrusive. Gartner estimates that 80% of companies monitor workers, and some businesses are ramping up their investments in this as employees continue to work remotely. For example, one of the world’s biggest call center companies recently announced that it will monitor thousands of staff by webcams to check whether they are eating, looking at their phones, or leaving their desks while working from home.

However, the COVID vaccine has introduced a new level of employer involvement. A recent KPMG survey found that 91% of CEOs say they’ll want to know if employees are vaccinated before they return to the office. While this and employee monitoring may feel intrusive at first glance, there are ways companies can approach this that will help everyone see the bigger picture.

First, transparency has to go both ways. If companies expect to have this level of transparency into their employees’ lives, they should also encourage managers and leaders to be transparent in return; for example, by sharing their own vaccination status with their teams.

Second, business leaders should be clear about the purpose of obtaining employee information. With respect to knowing your vaccination status, of course, the overall goal is to keep everyone healthy and safe. And while remote monitoring may seem like it only benefits the company, it can also help you optimize your productivity and ensure that you’re being fairly rewarded for your efforts.

Integration is the “new normal”

Over the past year, it’s likely that your employer has become a much more integral part of your life. You may feel a deeper sense of connection with your colleagues, or you may find that you now look to your company to help define your life’s purpose. For better or for worse, the trend toward greater work-life integration is sure to continue in the future, even if you plan on returning to the office.

If you’re a business leader reading this, you’ve probably also noticed that your professional life, your team members’ lives, and your personal life have all become increasingly intertwined. You now have a greater role to play in supporting employees and bringing company values to life, and while it won’t always be easy, in turn, your people will support you and your business. So follow through, and your employees will follow you.

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