Better Work-Life Balance Will Improve Staff Performance
Article by Martin Hofschroer
Business managers can enhance their employee’s performance by ensuring they enjoy a healthy work-life balance.
Research by the London School of Economics and Political Science (LSE) revealed that managers should positively endorse policies which enable employee’s to benefit from a greater work-life balance in order to improve productivity.
Progressive practices such as flexible working hours, home working and the provision of childcare can all improve an employee’s work-life balance but these will only be effective if a manager supports them.
Managers that give flexible working policies their full backing will be able to increase business performance by reducing employee stress and absenteeism which all contribute to decreased productivity.
LSE discovered that the British businesses lose £11 billion every year due to employee absenteeism caused by stress and mental health issues so it is essential that organisations examine how to combat this problem.
Performance improvement consulting professionals can help organisations improve productivity whilst increasing employee morale, customer service levels and assisting mangers to balance business priorities.
Managers should aim to develop a business culture which supports a healthy work-life balance in order to get the best out of their employees during the difficult current economic climate.
If an employee feels that their managers and co-workers expect them to put their work and career before their home life then this will increase their stress levels and result in low motivation.
There is little evidence to suggest that employees who work long hours and are always present are more productive and this approach can even be detrimental to performance.
Greater acknowledgement of family and non-work issues should be encouraged to create a shift in workplace culture which will change managerial expectations towards staff who take leave for personal reasons.
Managers should be assessed to evaluate how much support they give to flexible working practices as this will examine whether they are able to effectively reduce employee stress.
Increased managerial backing for work-home issues will result in a trickle-down effect on an organisations attitude towards workers who take time off for personal reasons.
“Measures to ensure that absent employees’ workloads are not routinely reallocated to remaining employees without some form of compensation or recognition, e.g. extra vacation days, may also help to eradicate co-worker resentment toward those struggling to balance competing work and home demands,” said Alexandra Beauregard of LSE’s Department of Management.
Employing the services of management consultants will help a business discover how flexible working can benefit their organisation.
About the Author
Himsworth Consultancy is a leading Management Consultancy firm of senior business and peformance improvement consulting professionals that can improve customer service through systems thinking. Click the links to find out more.