Managers open the way for Work Life Balance

“The need for work life balance is becoming more and more accepted. I believe that anyone who is meeting deadlines and delivering on their goals has earned the right to take the time they need outside of work. It’s not something that’s ‘given’ to you. You take it because you deserve it. And you should never feel guilty about it.” – Kim Baltier, VP of North America Commercial Operations

Harvard Business Review in one of its recent articles discusses how managers lay the foundation of work-life balance for their employees. It offers an interesting perspective to the idea of balancing life and work, which at the moment is open to debate. People are discussing the pros and cons and hidden opportunities in this integration of work and personal life. It is true that employees across the globe are seeking work-life balance, and companies are redefining their policies to accommodate the needs of their people. But there are important concerns that emerge with it. To mention a few: Do flexible work schedules always translate in a better work-life balance? Do paid leaves lead to a feeling of unfairness within the team?, Is there an issue of discipline with this idea?. Well, studies say that managers are at the core of this concept. They can pave the way for a better work-life balance. Let’s discuss how.

Managers initiate change that results in better Work Life Balance

Educate Your Leaders

Supervisors in an organization – the ones leading different teams, are in constant communication with the employees. They have the potential to directly influence the employees. As a leader, you can discuss with your supervisors why an empathetic attitude towards the employees is important. Having a  supportive supervisor by their side will give your employees confidence in their work and the organization. Supervisors can always check in with the team if everything is going well with them. They are the ones to whom the employees look up to for support in the workplace. If your supervisor and your employees are not in harmony with each other about personal and professional goals, it can have a majorly negative impact on the work-life balance of your employees.

Build a supportive Company Culture

There’s enough evidence out there to show that positive company culture can help the employees grow personally and professionally. Studies have found that employees connect more with organizations that are supportive in nature. Since human beings are a diverse bunch, there are individuals who simply do not fit into the conventional workspace framework. If organizations are open to different perspectives and do not punish the employees for their difference of opinions, employees tend to have a much better work-life balance. Supervisors can initiate changes that build a strong support system for the employees. Employees, when offered a flexible work schedule or remote working opportunity when needed, tend to be more satisfied in their roles and are found to be more committed to the organization. For the simple reason being, they feel closer to the organization and its people.

(Suggested Read: Why Oil and Gas Companies should promote a healthy work-life balance?)

Encourage broader Professional Identities

As employees and leaders, it is important to look at our professional identities differently. Our work does not define us and the number of hours put in is not equivalent to quality or efficiency. There is no good reason to encourage “workaholism” for managers today. It is important that work-life allows enough room for family, relationships, friends, personal growth, hobbies, and interests. Both managers and employees look for meaning in life beyond work too. Leisure time is not a waste of time. It should be viewed as the time to relax, recharge, and indulge in activities that you love. Everyone must find time to unplug from work. This is perhaps the first step to achieving a fine work-life balance.

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(The views and opinions expressed in this article are those of the author and do not necessarily reflect the views of Energy Dais.)