The Covid-19 pandemic brought significant changes to the way we work, with many employers showing more empathy and increasing flexibility for their employees to ensure a better work-life balance during trying times. However, numerous recent news reports suggest that as pandemic concerns fade, some employers are becoming less accommodating and more demanding, leaving workers struggling to juggle professional and personal responsibilities.
As professionals weigh the potential impact of employers’ workplace policy decisions on their current work-life balance, studies show that productivity and personal well-being are directly affected when employees can’t balance their private and professional lives. Below, 15 Forbes Coaches Council members share tips to help business leaders looking for ways to better support employees’ overall health and wellness both inside and outside of work while still driving high expectations of accountability for meeting individual, departmental and organizational goals.
1. Treat Your Employees Well
The importance of work-life balance is only becoming stronger with younger generations participating more in the workforce. The pandemic made employees realize the importance of flexibility. My advice to leaders: Treat your employees well, and they will be more productive and happier. This will ultimately save you time and money, as your employee retention will increase. – Lee Cristina Beaser, The Career Counter
2. Explore Fundamental Questions
I encourage business leaders to explore fundamental questions before leaping back in time: Do our actions align with our organization’s mission and values? What do we perceive is needed for the fulfillment of our vision? How are we engaging with our mission to provide this insight? How can we rethink how we create meaningful client and teammate experiences for the betterment of the whole? – Angela Cusack, Igniting Success
3. Listen To What Is Meaningful To Employees
Listen to your employees about what is meaningful to them regardless of the environment. Leaders learned a tremendous amount through the recent pandemic that, in most ways, made their teams more productive than before. Look to the future and how to enhance results rather than thinking you have to flex back to the “old” way of working. Build trust and collaboration and measure progress together as a team. – Bryan Powell, Executive Coaching Space
4. Answer The ‘What For’ Question
Before deciding which measures you want to undertake, you need to answer the “what for” question. You want to reduce flexibility, for example—what for? It would be best to find a valuable answer that goes beyond “operational” reasons. Give employees a vision of a better future, a sense of togetherness and a purpose that provides the team with positive energy. Otherwise, you risk losing your talent. – Anna Gallotti, Share Global Coaching for a Greater Future
5. Build A Case With Data, And Implement Changes With Empathy
A critical reminder for employers is that the most challenging change to manage in an organization is one where you are taking something away from your employees. If you must do this, it is imperative that you lay out the business case for doing so (that is, show the data), develop a reasonable implementation timeline and prepare your leaders to implement these changes with empathy. – Jill Helmer, Jill Helmer Consulting
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6. Review Productivity And Guest Experience Data
Before you decide to move back to in-person work life, review your productivity and guest experience data. Many companies have found that the data supported a blended approach. This trend will probably shift again once tensions settle from the bounce back to in-person work. Whatever you choose, take it slowly. Give your employees time to adjust. Give them a big picture of what’s coming, but space it out. – Carry Metkowski, Carry Metkowski
7. Empathize With Your Employees
Business leaders cannot afford to have less empathy and expect great performances. Without adequate work-life balance options, employees may experience increased burnout and stress. This can have a negative backlash and impact company culture. If employees feel undervalued and unsupported, it can negatively impact the culture and result in a toxic work environment. – Temitope Olukunle, Outnovately Africa
8. Clarify The Business Case For Any Changes
Build and communicate a clear business case for any changes—for example, show how remote and hybrid work negatively impacts an organization’s ability to sustain or improve culture. Be clear about the importance of an aligned culture and face-to-face team and cross-team interactions in driving business results. – Michael Couch, Michael Couch and Associates Inc.
9. If You Must Remove Perks, Explain Why
I wouldn’t recommend taking away well-being perks, as this tactic will most definitely backfire on you. Taking things away will violate the psychological contract you have with your people, leading to feelings of unfairness and anger. This is the most direct route to disengagement and retaliatory behaviors. If you have to do it, make sure to provide a robust explanation of why it is necessary. – Anna Barnhill, Barnhill Group Consulting, Inc
10. Humanize Your Work Environment
Humanizing work environments needs to be a priority if we are serious about creating sustainable value. Environments where people feel well, collaborate, feel they belong and feel supported are key to high-performing organizations. It’s not just about remote working; we need to take a 360-degree look at the person. – Alessandra Marazzi, Alessandra Marazzi GmbH
11. Implement Reasonable Boundaries
Having high expectations of employees is not synonymous with less flexibility and employee support—just the opposite. When flexibility is taken away, performance will suffer, resentment will fester and the short-term gain in control for the employer will be met with a lack of long-term employee loyalty. Reasonable boundaries must be in place for employees and employers to thrive. – Michelle Rockwood, Unscripted Sales
12. Consider Long-Term Effects Of Cuts Impacting Well-Being
While it may seem like a short-term solution to cut back on flexible work arrangements or time off, it can ultimately harm the organization’s reputation and ability to attract and retain top talent. Employees are increasingly looking for employers who prioritize work-life balance and well-being, and companies that fail to provide these options may find themselves at a disadvantage. – Lara Augusta, Embracing Potentiality
13. Embrace And Co-Create A ‘New Normal’
Let go of the attitude that workers aren’t pulling their weight. Everyone, on every level, has been through hardship and loss during the pandemic. The old system no longer exists. “Getting back to normal” is unrealistic. Embrace the concept that all stakeholders need to co-create a “new normal.” You must lead an incubatory process and collaborate to discover an even better way forward. – Daphne Michaels, Daphne Michaels International
14. Share Your Vision And Ambitions With Your Teams
Leaders at all levels must share their vision and ambitions with their teams. What are they aiming for, what needs to happen, and who is in charge of what? Then, they can discuss how. Work-life balance is indeed about hours and offices, but it’s also about psychological safety and mutual trust. When job resources and demands are openly raised, the job-crafting question becomes a fair conversation to have. – Krumma Jónsdóttir, Positive Performances
15. Consider The Implications Beyond The ‘Perks’
Retaining employees and keeping employees engaged is vital to long-term success. Balance is key to keeping employees happy and engaged. More engaged employees are more productive and willing to go above and beyond when needed. Consider the implications beyond the “perks” when making decisions. – Krista Neher, Boot Camp Digital
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