Work-life balance is a term that’s thrown out a lot, especially as companies reinvent what it means to their culture.
What comes to mind when you hear the term work-life balance?
For many, it’s working the traditional 9-5 in the office and making sure there is plenty of time after work for personal time. But this siloed distinction between work and life is starting to blur together ― and that’s actually a good thing for companies AND employees. The old-school formula of when to work and when to live doesn’t lead to highly engaged or productive employees.
Think about it. Do you have employees that are lethargic and unproductive after lunch but super productive in the evening? If they had the flexibility to work out after lunch, they might feel better about putting in a few extra hours at night to work when they’re most inspired.
Traditional work-life balance is dead
We believe you need to focus on the whole employee, rather than separating who they are in the office and who they are at home. This means giving employees the flexibility to set a schedule that works best for them ― and trust they’re getting the work done. It means measuring performance by success metrics, not hours spent in front of a screen.
Here at Limeade, we fully embrace a flexible work-life schedule. Director of Customer Marketing Shauna Cour is a perfect example. Shauna sets her schedule so she can drop off and pick up her kids from school everyday and she finishes the remainder of her work from home after they go to bed in the evening. Shauna doesn’t have to pick between work or life ― instead, they mix.
By providing employees with increased flexibility, they’re more likely to find time to exercise, take stress breaks, believe their organization cares about them and feel good about their work. Employees crave this flexibility. As many as 74% of employees want flexible hours ― yet only 46% of employers provide them. But listen up: Employees who do are 18% more engaged.
Want to learn more? Download our new e-book!
In our new e-book learn:
- What the “whole employee” means
- Why employers must address the whole employee to drive sustained engagement
- How any company can start driving sustained engagement today — five tips
Read all of our posts in The Whole Employee series