Ways for employers to balance work, life

Even employees who feel supported by their managers in a quest for work-life balance need something more.

That’s the crux of an analysis by the Top Workplaces Research Lab, which found that 87 percent of employees say managers respect worklife boundaries while only 60 percent of employees feel they can take time off without falling behind.

Work-life balance matters more than ever, particularly with employees who prefer remote work but struggle to keep it from bleeding into their personal lives. A recent analysis by Energage of 36,000 employees shows:

88 percent feel comfortable discussing scheduling needs with managers.

87 percent say managers respect work-life boundaries.

84 percent say managers support work-life balance.

68 percent can disconnect during non-work hours.

65 percent can complete their work without extra hours.

60 percent can take time off from work without falling behind.

Responders said self-imposed expectations and heavy workloads are the biggest obstacles to work-life flexibility. One in three also felt their companies tend to reward employees for coming in early, staying late, and working weekends.

Worth noting, it’s not only front-line workers who struggle.

Responders believe leaders and managers have the toughest time with work-life balance. Senior leaders struggle the most, the analysis found.

These best practices can help encourage a workplace environment that supports work-life balance:

Review company policies:

Rules around vacation, sick time, scheduling, and other time off can have unnecessary obstacles. Review policies for opportunities to simplify, streamline, and otherwise improve.

Consider what the workplace culture conveys:

Messaging the importance of work-life balance is good, but what does your culture reward? If promotions typically go to those burning the midnight oil, your organization might be sending mixed messages about what is valued.

While keeping a low overhead is important, employee well-being must also be a priority. Review staff levels across the organization to ensure one employee’s vacation doesn’t burden employees who are covering for them. If that is happening, it can create an atmosphere of resentment.

Manage meeting times: When folks try to schedule a large meeting, especially at the last minute, doing so might create problems. Lunchtime meetings, early meetings, and late meetings also can interfere with employees’ non-working hours. Avoid them. For employers looking to go further, here are some other tips on creating a positive culture for work-life balance:

Consider flexible work arrangements: Flexible schedules, remote work options, and hybrid models can accommodate individual needs and preferences. Offer additional time off: Give workers additional time to recharge their batteries with more paid holidays, half days before long weekends, summer Fridays, or extra days off for birthdays or wellness.

Give mental-health and well-being support: Provide resources for counseling or stress reduction, mental health days, and encourage employees to prioritize selfcare. Implement family-friendly policies:

Programs that support childcare and adult care needs, and even ones that allow pets at the office, can support employees and reduce stress.

Communicate and set expectations: Provide clear communication regarding work hours, meetings, and availability. Consider implementing automated reminders for managers to respect time off and encourage employees to unplug during vacations.

Here’s another suggestion that can help employees who struggle: Place transition work blocks on the calendar before and after paid time off. This allows time to prepare to be off and time to catch up upon return.