CEOs. Managers. Employees. Everybody wants work-life balance. But few know how to attain it—and hold onto it. Turns out, having your work life and your personal life in balance is not difficult, but it does mean rethinking company policy as part of the work-life equation and being more accepting of flexible work options.
In the New York Times article, “Rethinking the Work-Life Equation,” the way to achieve work-life balance for all working individuals is explored. Phyllis Moen, a sociologist, and Erin Kelly, a professor of work and organization at M.I.T, conducted a study about work, family, and overall well-being. The paper, which was published in the American Sociological Review, sought to understand what could happen when a group of individuals at a company followed its flexible work policy (which was to be given flex when their managers allowed it), and an experimental group of workers who were able to operate under a R.O.W.E. (results-only work environment). They were judged not by how many hours they clocked in at the office, but rather their productivity levels and if their goals were met.
Not only did the experimental group meet their goals, but an interesting thing occurred—they were happier. Research found that they were not only experiencing less stress, but they were sleeping better and were actually healthier than the control group. In fact, the happiness experienced by the workers had a domino effect, trickling down to their children. Many children, particularly teens, had an improved quality of sleep and children were happier, too.
According to one study discussed in the article, work flexibility is growing. The study found that 63 percent of employers already allow some workers to work remotely, which is an increase of 31 percent since 2005. Unfortunately, by granting flexibility to some (and not all) workers, coupled with the quandary of having to ask to use flex, it doesn’t allow workers the chance to truly enjoy the ability to work remotely.
There is a way around this, though, and the answer lies in office culture. By redefining how a company views work flex—and puts it into practice—many employees have a greater chance of being able to use flex to their advantage—and achieve some amazing work-life balance in the process.
Here are some ways in which office culture can nurture work flexibility, and in turn, balance the work-life equation for professionals:
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1. Walk the walk.
Although as a manager you might have the option to work flexibly, you oftentimes find yourself burning the midnight oil—at the office. The thing is though, your employees are watching your every move, and if they see that their boss is not using his flex, well, they are going to feel that they can’t use theirs, either. So utilize your flexible schedule as often as you can—work from home on certain days, or come in late to the office every once in a while because you took your daughter to school that day. Once your employees see that you’re working a flexible schedule—and still meeting your own deadlines—they’ll be encouraged to do the same.
2. Make it official.
Your company’s flexible work policy can be best described as a poorly-kept secret that only some employees get to enjoy. However, flexible work offers huge benefits not only to employees, but employers as well, not only in terms of decreased (or eliminated) office space, computer equipment, and electrical usage, but also in increased productivity and employee loyalty, and reduced turnover. So make it official by having a carefully laid out flexible work policy in place that addresses work flex for all workers.
3. Talk up the positives.
No one is going to want to use their flexible schedule if they feel that their boss opposes it or is harboring some sort of resentment that their workers are going to be out of the office…again. Instead, highlight the positives of fellow employees using their flex. In the New York Times article, Marcee Harris Schwartz, who is in charge of flexibility at the national accounting firm BDO U.S.A., created an internal education campaign that showcased flexible work in a positive light. Posters were hung around the office of happy employees who worked remotely, and stories were shared of flexible work arrangements and how they benefitted the employee as well as the employer. Once your employees see that the company really, truly supports flex, they will be much more likely to use it.
4. Make it gender-neutral.
If you think of work-life balance, what comes to mind? A harried working mother who is scrambling to stay on top of her workload while barely balancing her family’s needs? If so, you’re not alone. Work-life balance tends to make people think of it as a gender-specific issue, which it isn’t, since everyone can use work-life balance. That’s why you should remove any sort of stigma that could be perceived about the company’s flexible work policy, and never make anyone feel guilty about needing flex.
It’s up to employers to ensure that the company’s office culture nurtures (rather than takes away from) the tremendous power of flexible work. Once that happens, employers and employees can work flexibly, meeting their personal and professional needs—and getting to enjoy that little thing called work-life balance, too.
Want to learn more about office culture and work-life balance? Check out our flex work benefits category.
Readers, does your office culture promote a positive view on work-life balance and flexible schedules? Let us know the part you play in the work-life equation in the comments below!
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