In recent years, more and more businesses have incorporated working from home. To go along with this, these businesses are frequently purchasing computers for their employees, so they can work anywhere, anytime. At first glance, this seems like a flexible offer to employees that a 9-5 workday is no longer mandatory, but that they can instead choose where and when to work… overtime, that is.
Lines are blurred
The example above illustrates a work life where the lines between work and free time are gradually blurred. It is no longer unusual to sit down in front of a computer and only finish a day’s work once the kids have been put to bed.
Studies have shown that this lifestyle leads to added stress for many people, who take a long-term sick leave after an extended period of stress, with this form of flexibility on the job. An employer’s goodwill in offering working from home, flextime and laptops can then backfire remarkably.
Work-life balance – a strategy
That’s why balancing your work hours and your time off – or, in other words, your work-life-balance – is an important strategy when employee retainment comes up. It is an entire business strategy and not just the individual responsibility of each employee. For some businesses, it’s become an integrated part of their staff policy to ensure that their employees have a good balance, where they both contribute on the job and also have time for their families and personal interests.
Prioritize and delegate
Some important parameters in a work-life-balance strategy can be to prioritize work assignments and share them with colleagues. It can help to use time more efficiently and not make assignments more complicated than they need to be. It can also be about becoming better at taking time off and disconnecting from work assignments when you’re with your family.
It affects the bottom line
This strategy might seem banal to some, but to others, it can be a vital tool. This applies both to the employee, who gets a better balance in life and avoids stress, but also to the employer, who will benefit from a satisfied, well-balanced employee, who may be contributing marginally more on the job because they are in a better place to do so.
