One of the biggest challenges for Managers in these times of continual at-your-finger-tips technology and real-time communication, is creating and maintaining a healthy work-life balance. It’s no longer the same world it was even 20 years ago when you’d go into the office in the morning and return home in the evening. Once home, other than the very occasional phone call from someone at work or some evenings when you’d have work to bring home, when you arrived home, you were off work and your work hat was hung at the door as you stepped into the house. Nope, life has changed a lot in 20 years. With all this constant communication flow, the boundaries between work and home are no longer location driven and work demands can reach you anywhere and at anytime.
According to a recent study by Deloitte, the average working person in the US checks their phone 46 times a day (up from 33 times a day in 2014) and most check their phone within 5 minutes of waking up in the morning and right before going to sleep at night. There’s more – the average person also checks their social media accounts 17 times a day and in total is on a handheld device an average of 4.7 hours a day. These are adult working folks surprisingly, those younger than age 24 actually have lower numbers according to Digital Trends.
As you read on further, keep this in mind: No one was ever on their death bed wishing for just one more day at work. No, people wish for one more day with those they love. Remember: balance.
Work–life balance is defined by Wikipedia as “a concept including proper prioritizing between work (career and ambition) and lifestyle (health, pleasure, leisure, family and spiritual development). This is related to the idea of “lifestyle choice.” It’s the “proper prioritizing” part that makes this all such a challenge.
Having a healthy work/life balance doesn’t necessarily mean 1/3 work and 2/3 your other life. There is no one-size-fits-all and it’s a constantly changing fluid-like balance. There are times when family takes priority and work is at the bottom, and other times when work must be a priority (usually in order to have the option or ability to be able to make family a priority again). The joys of living your unique life are different than anyone else’s. Your need (or lack of it) to be a high achiever at work is not the same as your co-workers. Work/life balance is unique to you. It’s finding the right amount of time for work, family, play, and yourself. And, as author Nigel Marsh states so simply, “Work-life balance is too important to be left in the hands of your employer”.
According to the OECD Better Life Index, in the US over 12% of workers work more than 50 hours a week and we’re the only OECD country without a national paid parental leave policy. Recently, some companies are changing that in hopes of retaining their employees. Microsoft is now offering 20 weeks of paid leave to new mothers, up from its former 12 weeks paid and eight weeks of unpaid leave. At Microsoft new fathers will get 12 paid weeks, instead of four paid and eight unpaid. And Netflix has put in place “an unlimited leave policy” for new moms and dads that allow them to take off as much time as they want during the first year after a child’s birth or adoption. Google raised its paid maternity leave from 12 to 18 weeks, and Facebook’s new parents receive four months of paid leave, as well as $4,000 in “baby money”. Companies are seeing they need to help with this balance challenge.
A recent Forbes survey also notes that in 2015 work/life balance, and work schedule flexibility rose up fast in the rank in importance to employees. Though the number one consideration for people is still pay, number two is location and number three is work time flexibility – even ahead of other benefits.
In the majority of US households both parents work, or if a single family, the one and only parent works. The Pew Research Center released a study called “Modern Parenthood” in March. The report shows that since 1965 fathers have tripled the time they spend with their children. In 2009, 54 percent of men with kids younger than 17 believed that young children should have a mother who didn’t work, but by 2013 that number dropped to 37 percent, in is still dropping dramatically. The fact is, men can’t have it all, for the same reason women can’t: whether or not the load is being shared 50-50 doesn’t matter if the load is still unbearable. The work/life balance is hard to establish when the demands are high on both sides. It’s no longer a women’s issue. It’s a family issue.
So what can companies do? A recent study was published in the American Sociological Review in Feb. 2016 that found when managers helped their employees with their family demands (time off as needed, flex time versus face-time, and being understanding and sympathetic to their employees life-needs) the employees not only performed substantially better, but they were happier, less stressed, and retention increased. It confirmed the mantra “Companies that endear, endure”.
And what can you do on the “life” side? Define your priorities. Set reasonable limits. Be nice to yourself. You can’t be perfect all the time. Build downtime/off grid time into your daily schedule. Manage the amount of technology time. Stay Active. Moving and exercising lowers stress levels, gives you more energy, and helps you focus. Take time for relaxation. Say No to the errand that doesn’t need to be done today. Take care of your body and treasure your wellbeing. Be mindful of your needs. Eat well, sleep enough, have some fun, and breathe.
And think about what people never say on their death bed.
Eileen has practiced HR for over 30 years and has served in both large companies and boutique companies, including Disney, Hasbro, and Umpqua Bank. She currently serves on the board of directors for the EDD/EAC as well as the NCHRA. A Bay Area native, Eileen enjoys visiting Lake Tahoe, reading, and spending time with her family.