Is Company Culture the Secret to Work-Life Balance?

8 Apr

Work-Life Balance Starts With Good Leadership

It’s the employer’s responsibility to set the stage regarding the business stance on work-life balance because the company culture begins with strong leadership, Josh Mendelsohn wrote for The Wall Street Journal. Building a good employer culture takes time and should be a frequent discussion between business leaders and human resource managers. Businesses that do not focus on their return on employee investment are likely to hit a plateau not because of the economy, but because they fail to create a sustainable employer culture, states Mendelsohn.

Before a company starts hiring, the human resource management team and other business leaders should sit down to develop an official plan to enact a formal work-life balance policy. Take the time to discuss the type of return on employee investment programs you as the employer believe will best benefit employees and help them succeed in the workplace.

Creative Work-Life Balance Policies

The first way to find out what sort of benefits would really help employees keep a better work-life balance is to ask them. As the human resource manager, make sure to emphasize that you and the employer are looking for real solutions to consider and help return on employee investment—hopefully workers will see the company is making that effort and try to come up with reasonable solutions, rather than unattainable dreams.

Some common work-life balance programs are now incorporating flexible work arrangements for their employees. The idea behind flexible work arrangements is that this type of work policy allows employees to make their own hours or schedule a compressed work week, which maintains work tasks, added the source. This type of policy gives some freedom to employees to make plans of action on their terms, with the permission or approval of the employer. These “part-time” schedules are alternative options to standard working hours.

Other employer work-life balance policies include the option to work from home or as a “mobile workforce.” This type of program may enable workers to stay home a few days a week instead of commuting to the office every day, which can increase productivity and gives employees more time to get their work done since there is no interference of a commute time. Mobile workforce policies are springing up everywhere as more employers use this as part of their work culture. “Bring your own device” (BYOD) policies, or providing employees with company mobile technologies such as smartphones, tablets, or laptops helps workers stay connected with coworkers, managers, and the business if travel is a big part of the job description.

Managing the Work-Life Balance Policy Risks

Having a work-life policy or program in place comes with a certain amount of risk for any organization. A mobile workforce can make it difficult for human resources to manage and measure employee performance. According to Mendelsohn, employers need to have faith in their workers as new members join the company—building an acceptance and trust is the key to a successful work-life balance program, he wrote.

Human resource management system (HRMS) solutions can help HR personnel stay on top of employee management. These systems are useful tools for state and federal payroll compliance and can help HR managers navigate through the FMLA and ADA regulations in conjunction with the employer work-life balance policies.


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