5 ideas to support a flexible approach to work-life balance
The concept of a ‘work-life balance’ has, for many, ceased to exist in recent times due to the increasingly blurred lines between home and work life. Though that doesn’t mean it must remain this way. Have you considered how your organisation can address this issue so that it successfully meets all employees’ needs both now and in the future?
The importance of work-life balance shouldn’t be underestimated, and, in theory, this highly sought-after ‘perfect equilibrium’ sounds great. However, in practice, it’s much harder to achieve for two key reasons.
First, the idea of ‘balance’ revolves around bringing one element up where, as a consequence, the other must, therefore, be going down. This might not necessarily be good for the latter of the two. Secondly, work-life balance means different things to different people, largely based on their individual personalities and expectations from work. So, what’s the answer?
Whilst in this instance one size certainly won’t fit all, we explore 5 ways HR can adopt alternative and more flexible approaches to support a diverse workforce as their needs evolve in the new working world.
1. Build in flexible working practices tailored to the individual
When thinking of work-life balance, it makes sense to consider it as an ever-changing goal. Sometimes your employees will happily tip the balance in favour of work – for instance when a key project is underway or when deadlines are approaching and it’s busy. Other times, it will tip in favour of life – when family commitments arise or when an employee wants to devote extra time to personal achievements, such as a sports event or charitable cause. The key to success is for HR to gain a better understanding of the breadth of staff needs and desires, and then build in workplace flexibility which enables each employee to adjust their personal ‘balance’ in line with their changing needs.
2. Provide a platform for employees to communicate their needs more clearly
Since work-life balance is perceived differently by each individual, HR needs to cultivate a more human and personal connection between the organisation and the people that work in it. Popular initiatives such as free fruit and discounted gym memberships are indeed worthwhile when it comes to general wellbeing, but these don’t address the issue of flexible working conditions. What individuals want is for their needs to be heard and recognised and for their employer to provide options that enable them to communicate these more clearly and adapt accordingly to accommodate them. Consider pulse surveys through your HR system or via internal emails as a way of obtaining this feedback.
3. Review the uptake of existing or new options that are introduced
From what we’ve covered so far, it’s clear that the practical solution would be to provide both flexible working and flexible benefits to all (or at least the majority) for employees to truly reap the benefits of a work-life balance. HR managers will be familiar with the specific issues within their workforce that prevent some staff from accessing all of the options provided. If your business already offers flexible working, take a moment to think about who isn’t currently exercising that option and whether that’s because they actually prefer structure to flexibility. Or, if there are obstacles in the way, what changes could be incorporated to support the uptake of flexible working in future? The key thing is to offer plenty of options and make employees aware of these so that they can choose what works best for them.
4. Take small actions to support work-life balance for different individuals
What plans could you set in motion right now to put your people first and help employees find and maintain a balance that works for them? One suggestion might be to adjust your start and finish times on an individual basis to allow for some employees to do the school run, or for others to build time into their day for some exercise. This flexibility will not only help to improve productivity in the long run but also foster a high culture of trust. You should also think beyond obvious family commitment and health activities and consider other elements such as faith or age, as these too will impact the personal drivers behind each individual need or request.
5. Use people data to drive new initiatives and policies
Let’s not forget the role of HR software tools when it comes to creating more targeted packages for employees to encourage ongoing dialogues and greater understanding. These may be utilised in the form of pulse surveys, through performance reviews or by looking at commonly asked questions coming through to the HR team or at absence rates. Using the people data gathered in your HR system puts you in a much better position to provide a more personalised approach to work-life balance, which in turn promotes greater engagement and loyalty whilst helping to get it right for each individual. That includes those occasions when the organisation needs them to go that extra mile and the balance is tipped slightly more in the company’s favour.
We’ve learnt that there’s no single approach that can satisfy the desires of all employees concerning work-life balance. However, by taking the time to understand needs on a case-by-case basis, HR can better support both its people and the organisation at a time where flexibility and productivity have never been more crucial.
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