Is Work-Life Balance Possible?
- Published in China Daily 4 December, 2009
The question is not about if it is possible to establish work-life balance; it is a must to create a win-win program for all companies aiming for world-class performance. A win-win program allows employees to perform their best at work and at the same time leading a quality personal life. I recommend the following nine steps which a company can take to create the desired win-win for work-life balance:
1. Assess organizational and employees’ needs. This first step is critical because companies often receive a request from staff that they want to be proactive about, but fail to look into all the subtleties in that request. For example; the employee request asks for a daycare service closer to the workplace. What the staff may really need or request for is a referral service or perhaps even asking for a financial support program. It is important to carefully look into the interests of the organization and employees and make sure the solutions are balanced and well informed.
2. Review existing policies and benefits. Sometimes part of a newly suggested program can be incorporated into existing programs such as insurance schemes or benefits.
3. Identify resources. Know who and what is available in the community, among your employees, and perhaps government programs.
4. Evaluate cost and benefits. It is often difficult to evaluate what exactly is a benefit since the results of work-life balance initiatives can be subjective. On the other hand, it is very important to evaluate the cost and compare benefits to make the necessary decisions.
5. Manage expectations. This is one thing we often forget to do. Managing expectations takes into consideration how to roll out the program and present it. This step should be PR-oriented and heavy on communication. Both employees’ and managements’ expectations need to be managed.
6. Involve the supervisors. Ensure that supervisors are well informed; have been given the opportunity to talk with the employees and give feedback as to what they think. Involvement creates commitment.
7. Make a corporate statement. This has to be a walk-the-talk situation. Employees need to feel that the company stands behind the initiative. A company cannot say it is committed to a program; it must follow through. Failing to do this will result in poor attitude and low morale throughout the organization.
8. Evaluate the implemented program. This is another thing that many companies fail to do. Do not assume a program is working well and meeting the employees’ needs just because there are no complaints. If necessary, adjust accordingly.
9. Continuous re-evaluation. Evaluate all programs on a regular basis. The needs of the organization and the employees are constantly changing and so should the programs to meet the changes.
Even the best intended program might not work out if employees’ are not in the right place in the company to perform according to their true talents and experience. An employee doing what he or she is best suited for will use less effort and feel less stressful. To find each employee’s true talents and preferences is the best foundation to create long-term high performance and balanced lives.
-Peter J Karlsson