The well-being of every employee begins when work life and personal life come together in a harmonious and happy relationship.
This is a highly relevant topic today and one that has been widely debated, as it holds the key to employee satisfaction in their lives (and more satisfied employees are better employees).
But before diving deeper into the topic, let’s first understand the concepts behind it.
The concept of “work life” can be defined as the flow of energy and time between an individual’s work and lifestyle. Although this flow is constant and organic, it changes throughout life as professional motivations and personal priorities become increasingly integrated.
What was traditionally referred to in the industry as “work-life balance” has recently begun to change. In reality, the concept of “balance” creates a sense of competition between the two elements rather than a holistic integration of the two main places where workers spend most of their lives: their homes and their workplaces.
This change has been driven, in part, by globalization, a more competitive workforce, and technological advances that have transformed how work itself is carried out, among other factors.
The natural human need is to create harmony and an effortless integration between the interconnected roles, responsibilities, and relationships that make up our lives.
This is where the importance of having a Human Resources department within companies comes in, as it can promote this harmony and a healthy integration of the different areas of employees’ lives.
Although this is the current trend, many challenges still remain.
The Importance of a Supportive Environment
In 2013, a study conducted by Gallup highlighted an issue that remains highly relevant today. The study found that:
50% of employees, at some point in their careers, leave their jobs to get away from their managers and improve their lives overall.
Although this may be a fact, it can certainly be impactful.
As mentioned in other articles, the greatest gains in human capital do not come from reports, meetings, or quotas, but from the human-centered management style adopted by those in leadership positions.
This support and empathy can be demonstrated through the resources made available to employees, allowing them to integrate the different areas of their lives in a healthy and harmonious way.
When it comes to Corporate Health and Wellness, the steps taken do not need to be huge, but they do need to be the right ones. Additionally, gradually adapting a corporate culture centered around this holistic vision is essential for healthy organizational growth in terms of employee and workforce management.
Could Flexibility Be a Solution for This Integration?
Today, flexibility is vital for supporting employee well-being, and studies support this fact. Adopting this strategy is an excellent way for organizations to adapt to new performance expectations and the changing demographics of today’s workforce.
For employees, flexibility can lead to improvements in both their health and performance. Let’s take a look:
The Sloan Center on Aging & Work at Boston College points to several pieces of evidence indicating that employees who believe they have flexibility at work tend to lead more positive lifestyles, as demonstrated by their sleep habits, levels of physical activity, and stress management.
One of the most relevant aspects is what they call “spillover.” Spillover is a process through which attitudes and behaviors can transfer from one role to another.
For example, a classic case is when the impact of work-related stress begins to affect family life, which is perceived negatively. However, it does not have to be this way.
Positive “spillover” is also possible when work begins to have a positive impact on family life. This is highly relevant to the overall well-being of every employee.
In terms of performance, productivity, and autonomy, recent studies, according to Boston College, have found evidence that the greater the control employees have over their schedules, the more productive they become. Flexibility can refer both to working hours and location, particularly when a company has multiple offices.
The most important point is that the primary driver of greater productivity is not the type of flexibility, but the employee’s ability to have control over their work life.
Studies highlight that when managers focus more on results rather than time spent in the office, there are lower levels of absenteeism, improved attendance, greater loyalty, and better employee retention.
When employees are given a sense of autonomy, productivity increases.
According to Ron Friedman, author of “The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace,” this happens “because autonomy is a basic psychological need. The more autonomous we feel, the more likely we are to feel engaged.”
Balanced Integration Is a Retention Factor
As mentioned earlier, several factors are necessary to achieve integration between personal and professional life.
Today, in order to recruit and retain top talent, companies must become more competitive with their wellness programs, which serve as a foundation for successful integration.
A proper and holistic assessment is the first step toward implementing a Health and Wellness program that meets the real needs of each company, since simply having a program is no longer the most important factor today.
As new generations enter the workforce, companies increasingly need to be willing and prepared to adapt to new ways of thinking, living, and working. Additionally, it is not enough to focus only on physical health; emotional and mental well-being must also be considered.
If every company looks inward and takes each employee into consideration by providing programs aligned with their needs, everyone will benefit—both companies and employees.
