Work-Life-Balance

Addressing the social and emotional needs of employees to achieve balance and productivity

No Longer clogs

Around the turn of the 1970’s, a move ensued from the Taylor and Floyd’s theory of organizational management. It moved from the view that employees are expendable clogs meant to do the labor work now employed off-shores to little Malaysian children (another issue for a later date).

REMINDER: We are human. There is a correlation to productivity and employees, but if only one factor is looked at (productivity), the other suffers. Thus, there is a need to focus on human emotions and social needs. A human Resource approach is invaluable in businesses today. A focus on Work-Life-Balance.

 

Culture and trends

For America in particular, our culture’s time oriented and work focus makes work and life separation hard. This will be an every present problem in our American society. Dilbert pokes fun at our cultural dilemma of managing our health and life as businesses continue to tamper find a work-life-balance.

    * Sourced: http://search.dilbert.com

Achieving social needs

                 Maslow’s hierarchy of needs and the two factor theory demonstrates the need to look beyond the basic and economic human needs. Maslow hierarchy states three higher level needs beyond that which salary could provide—belonging, esteem, and self-actualization.  The two factor hygiene theory also looks beyond the economics factors to the motivation factors which link to job satisfaction.  Smart Human Resource departments consider the motivations and needs of through-out the lifecycle of the employee’s employment, from proper selection process, matched job, employee benefits, and growth opportunities. Leading companies have noted the following actions to address employee’s social and emotional needs.

                Job design –designing the a set of tasks and responsibilities that leverage an employee’s talents and opportunity for growth, and also provide the employee feeling of belonging, self-confidence, and empowerment (Maslow’s hierarchy of needs)

                Amenities and benefits–providing day-care, laundry services, gyms, pets, etc. …bringing the employees life to work, to make the work environment more pleasurable.

                Telecommuting & Flexible scheduling —providing flexibility for life and work in an ever tech-heavy, globally connected world.

Concerns for productivity

Restating the previous, there is a critical balance between life and productivity. If only the human emotions and needs are looked at then productivity can suffer. Ways to maintain productivity can be seen in Elton Mayo’s experiments and the Hawthorne studies.

-Hold employees accountable

If they know there work matters and will be reviewed, they will feel the pressure to deliver. (BEWARE of micro managing. This is counteractive).

            -Provide a social aspect

Humans are social beings. Having breaks and finding social circles, keep employees from burning out and develop a sense of belonging.

            -Management style

Employee satisfaction and work-life-balance is not only dependent on HR. Supervisors play a critical role in employee’s satisfaction and can provide the most assistance to achieving work-life-balance and productivity.

Doing it Right  

                Marrying productivity and human needs can create the work –life-balance that employees desire.  The Glassdoor ranked the top 25 companies that achieve this work-life-balance. They see high employee retention and satisfaction.  

                The equation to a work-life-balance isn’t as easy as 2+2. And with the more employees and global growth, it becomes increasingly complex. Constantly looking to find ways to balance human needs with productivity will help our society and our businesses reach the balance they need.