Some professionals think the term “work-life balance” misses the mark in describing how we reconcile our desire for career success with our need for fulfilling family time. After all, isn’t work, in fact, a part of life? While we’ve succeeded in recognizing that people need more flexibility, some firms still fail to implement strategies that allow people to meet personal obligations without sacrificing their professional credibility. The best employees are ones whose needs are met outside the office, as well as when they’re behind the desk. Here we explore how companies can change the way they work in order to propel their staff in overall success.
Performance evaluations should be based on results, rather than time spent working or where the work is being done. While a constant work-from-home regimen is not realistic for every job role, more firms could make compromises when it comes to the occasional home office day here and there. Doing so would allow workers to retain more of their sick/vacation days for when they’re actually sick or on vacation, rather than using up PTO time to stay home when their child has a cold and is content with a day of napping and TV.
Mutual caring is another healthy way to try to achieve satisfaction both personally and professionally. Caring about your employees’ personal lives will ultimately increase their productivity and overall professionalism in the workplace. Firms should embrace the notion that taking time for personal fulfillment is just as important career progress. Doing so would also increase trust and support effective communications in the long run. Trust builds loyalty, and the best employers are ones who cultivate loyalty in their team members by understanding their needs. In return, employees will trust their employers, and firms will experience improved retention on the long haul.
The economy that Baby Boomers grew up with is long gone. Realistically, many workers don’t commit jobs for longevity purposes. According to a recent Future Workplace study, ninety-one percent of Millennials (born between 1977-1997) expect to stay in a job for less than three years. Employees will likely stay with a company if they feel that the company isn’t only invested in them professionally, but cares about their family lives, pastimes, and overall well being.
Consider how dramatically the job market has changed in the past ten years. If employee retention and job satisfaction are issues at your firm, evaluate how you can enact new policies that will show your team how much you care and value their contribution. Doing so will not only improve trust, it will improve your bottom line.
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