Did you know the following?
* Healthcare costs are nearly 50% more than for workers who report high levels of stress
* People who have experience relevant to work-life imbalance are three times more often of heart disease, infection, injury, psychological problems and back pain, and five times more often by certain types of cancer
* Will take from work because of stress, anxiety or a related illness are the body for about 20 days
AsThese statistics show, the balance between work life is still an important (and costly) problem for both individuals and organizations.
The three pillars of work / life balance in organizations
To achieve work-life balance in any organization or institution, a work-life balance initiative must be based on three levels: the programmatic level, the cultural level, supported on an individual level.
Here's an overview of what a holistic approach to work-life –Net initiative similar to this:
1. The program level
Organizations that truly support work / life balance and have a combination of programs that support the balance in order to help their employees. These programs may include:
* EAP programs so that employees receive the assistance of experts to address the problems associated with stress and more relaxed at work and at home
* Time to Flex, in forms such as: day to work longer so that employees are working four days orWeek or every other Friday off, so that employees can leave work to start early in the morning so that eventually you start and stay later, or job sharing and part-time telework.
* Personal time off (in addition) for sickness and holidays so that employees take care of family or personal needs
* Child support too: near the place, run firm, but off-site, or employment contracts for discounts from outside suppliers or employees in area homes
* On-site fitnessPrograms or reductions in health and fitness center
* In house and shopping site concierge service
These types of programs work. Others, such as a stop to overtime of employees to the balance between work and life is not. Too often nothing is done to reduce the workload in addition to this new rule. As a result, employees at the end of a house further work or come in extra early to finish their work. Cover their overtime because they want theirManagers believe that their work can be done. This is not only stressful, but not yet paid for their overtime.
2. Cultural level
At the same time, companies supporting a culture of work, the balance of life for all employees. This means that is led by senior management and integrated into the culture at all levels. The CEO and all the management sets the example and allows employees, personal leave of absence to spend timeto visit with friends and family, and workshops.
Work-life balance programs are doomed to failure if the management gives words to tell people that would take time for themselves and not the overtime, and then piles on the work and asking employees to cancel or postpone the vacation and personal Besides, why do so much work. At the same time, if management is perceived to work 80 hours a week, always stressed out and not care about their health, employeesthe same message that is not the time or the use of programs that can help them.
A good work-life balance initiative starts with an assessment of employees at all levels in order to determine what is best for the people of your organization and how to set up a culture that supports and enables people to do what good for them and therefore better for the organization.
3. Individual responsibility and accountability
Finally, it is important to incorporate aWork-life balance initiative, personal responsibility and accountability. Finally, you can create a work-life balance culture, have created the best programs and services, but it is up to you and your staff to use them. You have no control over what people do when they go to work. You can choose to follow to stay at home and at work, bring home the work or to use each night and on weekends, or their time to make a couch potato, channel surf and sleep. You can live on fatty foodsSmoke and get sick, or they can enjoy the time away from work to pursue hobbies, sports eat well, be happy, healthy and renewed in order to work with passion and energy.
If the work-life balance initiatives and to integrate measures of individual responsibility, this increases the possibility of new initiatives that the individual as a result of a seminar or program on work-life balance, will continue.
In short, all three components in place to createtrue work-life balance to face. free programs, the individuals themselves, a challenge systematically. Without a culture of support, programs that you create are not fully utilized and exploited. And without individual responsibility and accountability will be much talked about work-life balance, but not much walking.
Senior labor leaders and employees need to view the balance between life and in their interest. Organizations andIndividual needed to clear benefits in terms of performance, productivity and profits and the consequences of its inaction. And the work-life balance initiatives must be established and take account of these three components structured.
Nine questions ask about your own work / life balance
To think work-life balance in your company, ask yourself the following:
* What would work / life balance in yourSimilar organization?
* What are the strengths, the work of organizational support / life balance at all levels?
* What are the challenges in creating work / life balance in your organization?
* What will happen to the challenges?
* Who should be involved?
* As part of your job position is what is done to create balance between work and life for you and your organization?
* What to do to create work / life balancefor you?
* Are there any programs or activities at work, do not use that might be useful?
* You remember the time to breathe every day?
