RSM Resources

Faced with the constant struggle to integrate job responsibilities and personal commitments, employees are looking to the workplace to provide some relief, support, and practical solutions to their busy and stressful lives.

Companies that are willing and able to help employees integrate the demands of work and home life have an edge when it comes to recruiting and retaining skilled employees. Global studies have shown that work-life effectiveness is a major determinant of job selection for college graduates in the 21st century.

When employees are out of balance, they experience more stress, anxiety and fatigue, and consequently tend to be absent from work more often. According to a 2001 survey by the Family and Work Institute, nearly 50 percent of all U.S. workers feel overwhelmed by a growing number of job tasks and longer work hours. And a work-life integration survey by Monster.com found that 81 percent of respondents were unhappy with their work-life fit. The result can be a lose-lose situation for employees, families and employers.

Why work-life integration

Work-life effectiveness initiatives are any benefits, policies or programs that recognize the business, social and personal benefits of integrating work with other dimensions of employees’ lives. Studies indicate that businesses with work-life integration initiatives reap real benefits.

Improved recruitment and retention. Work-life integration policies can attract potential recruits, especially when applicants can make comparative evaluations of job offers. With baby boomers headed into retirement — leaving a smaller pool of skilled workers and a more competitive job market — companies are recognizing they must change to compete for, and win, these increasingly scarce resources.

Improved productivity, morale and commitment.Organizations that support work-life integration through their culture and programs see greater levels of loyalty, dedication, achievement and enjoyment from employees.

Improved customer service. A flexible approach to working hours can potentially extend hours for customer service, thereby improving customer relationships and satisfaction.

Cost savings. Reduced staff turnover, training and absenteeism due to happier, healthier employees can result in cost savings and increased competitiveness.

Positive business image.Work-life integration policies foster a more positive perception of employers. Not only can this lead to better relations with current employees, it can lead to recognition from prospective talent.

Based on survey findings from 2002 through 2005, ISR, an international employee research and consulting firm, found that managers who sufficiently staff their departments, avoid excessive workload,distribute work fairly, allow flexible scheduling and respect employees’ lives outside the workplace yield more satisfied customers,lower rates of absenteeism and safety incidents, and increased revenue.

Work-life integration features

Given their growing awareness of work-life effectiveness issues and their effect on employees, many companies are introducing new programs,policies and benefits. These may include:

Flexible work arrangements. Flextime, telecommuting, part-time hours, job sharing, compressed workweeks, staggered hours and shift swapping are all viable work options, as long as employees who use them are not marginalized or belittled.

Child-care programs. Companies are setting up on- or off-site daycare, after-school and summer programs, and sick and emergency child-care programs that allow parents one less thing to worry about in their day.

Longer maternity and paternity leave. The standard six weeks is lengthening to accommodate parents who want to be home with their infants. This type of leave policy commonly extends to adoption and elder care.

Employee assistance and referral programs. More employers are providing counseling support on a range of issues from financial to legal to personal, as well as resource referrals for needs such as pet-care providers, dry cleaners, dentists, doctors, lawyers,financial planners, and more.

Health and wellness programs. Happy,healthy employees are much more productive than stressed-out, sick ones. Companies are providing fitness centers, yoga classes, massages,and health-oriented workshops and seminars on everything from managing stress to stopping smoking.

Leaves of absence. Sabbaticals and self-funded leaves for education and community service are increasingly common benefits for valued employees needing time to develop their skills or simply take a breather.

Work-life integration musts

In order for a work-life integration program to be successful, two key elements must exist:

Supportive managers. The company must practice a management style that values staff and reflects a willingness to help employees achieve better fit with work and the rest of their lives. Managers can demonstrate their support by "walking the talk" or by encouraging employees to take advantage of work-life integration policies. This management style may extend as far as requiring a solid understanding of the importance of, and commitment to, work-life effectiveness initiatives as part of the criteria for promotion or hiring into management positions.

A family-friendly culture. This type of workplace is characterized by overall attitudes, beliefs,values and processes that support work-life issues as legitimate workplace concerns and that provide employees with regular opportunities to express their views.

Work-life integration how-to’s

For companies looking to implement work-life integration policies, here are some basic steps to ensure success.

Think big, but start small. Assess your situation and set objectives. Have a big vision with realistic milestones. Tie your work-life effectiveness strategies to recruitment, retention and business-development goals.

Determine employee needs through formal and informal discussions such as surveys, focus groups and briefings. Collect personal stories. Conduct exit interviews of departing staff members to find out what initiatives they would have welcomed or where gaps exist that may have contributed to their departure. Also, look at your company’s rate of absenteeism, turnover,and retraining and recruitment costs. Use these statistics as further ammunition.

Get executive attention and buy-in.Ensure managers are on track and have the training and tools they need.Get as many advocates and role models as possible from all levels and areas of the organization.

Write procedures for implementation and evaluation, including regular reassessment.

Conduct a trial or pilot program to see how effective and workable your new policies are.

Focus on ongoing regular evaluation and communication where employees can discuss the successes, issues and challenges of work-life integration programs. Be sure to recommend and follow up on changes.

Keep work-life issues on the business agenda to ensure sustained interest, awareness and accountability.

Work-life integration initiatives can help employers secure and retain a contented, productive, dedicated staff and realize a competitive edge, while helping employees juggle the competing demands of their careers and home life. The end result can be a win-win situation for employees, families and employers.