For many of us, a large portion of our time is spent at work; in fact, the average person will spend 90,000 hours at work over a lifetime. It’s safe to say a job can make a huge impact on your quality of life.
However, how would you rate the quality of your conversations at work? How well do you know the colleagues with whom you interact on a daily basis? With so much of our time spent at work, it is important to foster an engaged and supportive workplace, and bring meaningful conversations into the office.
In a 2017 study on Global Human Capital Trends, Deloitte found that rather than focusing narrowly on employee engagement and culture, organizations need to develop an integrated focus on the entire employee experience, from the work environment to management practices to supporting functions.
Today, we share advice from business blogger Muir Keir to help businesses positively influence the entire employee experience.
Leaving “balance” undefined. The term ‘work-life balance’ is a regular topic of discussion in modern workplaces. Various strategies are put in place toencourage employees to achieve a work-life balance. However, the distinct line between work and home is no longer clear-cut, and our leisure time is regularly infiltrated by work, because of our own expectations or those of others. With today’s ability to access email and text messages 24/7, it’s easy for this spillover to take place.
The first step companies can take is to recognize that balance is unique to each individual. There is no “one-size-fits-all” concept. Perhaps we can help our teams achieve true balance in their lives by first accepting that the term is entirely subjective or even undefinable. Perhaps we can empower our employees by declaring that as managers we are comfortable that employees create this for themselves.
This means giving employees some autonomy in terms of hours they work and where they work to achieve their personally defined balance, which leads to flexibility.
Engaging through flexibility. Like balance, flexibility is innately personal and strongly valued. Flexibility in the workplace is key not only to increasing employee satisfaction, but also to fostering someone’s unique approach to completing a job to the best of their ability which, in return, results in increased productivity.
An example of flexibility is with the industry giant, Philips. This company developed and implemented employee leave policies that by default enable flexibility at work, including parental leave, grandparent leave, purchased leave and domestic violence leave available to all staff. Building on personalized support, the company also focus on employees transitioning through different stages of their career, including offering detailed career transition planning for those considering their path to retirement.
Creating a forum to be heard. Paramount to ensuring that employers stimulate meaningful conversation is to provide a forum where employees can be heard. Employees face unique personal challenges throughout their careers, and they should be supported to manage these in their own way. This is why many companies now have an employee assistance program (EAP), offering an extensive range of support services to all staff, as well as formal quarterly employee engagement surveys which allows everyone to have a say in how they feel about the organization.
That step of being heard simply starts with a personal question to an employee: How are you doing today and how can I make today a better day for you?
Source: Muir Keir is general manager of personal health at Philips Australia and New Zealand.