Perfect balance between career and family has always been a challenge. Our schedules are getting busier than ever before, which often causes our work or our personal lives to suffer.
Work-life balance involves juggling workplace stress with the daily pressures of family, friends, and self. Modern employees demand greater control over their lives and a bigger say in the structure of their jobs.
IBM who gain a reputation for encouraging work-life balance have become very attractive to workers, which results in less time-consuming training, more loyalty, and enjoy higher employee retention rates.
These are some of the many ways that employers can promote work-life balance in the office without compromising productivity or efficiency.
One of the most positive ways to reduce stress is exercise, Employees who eat healthy and exercise are less at risk of getting sick and missing days from work, which could ultimately detract from your company’s productivity.
A family-friendly work environment has proven to benefit both employers and employees in a variety of different industries.
One of the best ways to boost employee morale and help workers get to know each other in a non-stressful capacity is by offering an occasional company outing.
One way to encourage your employees to take vacations for their own benefit it to implement a “use it or lose it” vacation policy, whereby employees’ allotted vacation time expires at the end of the year if left unused.
Encourage Short Breaks Throughout the Day
On a smaller scale, it’s important to workers’ mental and physical health to take frequent breaks throughout the day. The human body was not designed to sit still and stare at a screen for eight hours, and doing so can lead to a wide variety of health issues. Taking breaks at work also makes employees better at their jobs because they are more focused, less burned out, and more productive in the long-term.
Allow Unpaid Time Off for Life Events
Some life events merit paid time off, but other life cycle needs are a bit more complicated. Be considerate about your employees’ emergency family needs and their desires to better themselves.
For example, you could offer unpaid leave for events that don’t qualify under the Family and Medical Leave Act, such as helping care for a parent with a serious illness or extending maternity leave for a couple more months after the birth of a child. You may also wish to offer unpaid leave to valuable employees who want to attend graduate school or are exploring the option of moving to a new place for a spouse’s job.
