Imagine a company operating like a strict parent, dictating rules and monitoring every minute of the day. This might be a contributing factor to top employees quitting. But is the pursuit of work-life balance solely the employee’s responsibility? How much should employers do to foster a healthier workplace culture?
The quest for an ideal work-life balance shouldn’t be a solo journey; it’s a collaborative effort where employers play a crucial role in setting the stage for success. Transactional Analysis provides a fresh perspective on work-life balance, suggesting that when a company behaves like an overbearing parent, setting rigid rules without room for flexibility, employees may either act out or disengage.
Consider this real-life example: a software company implemented ‘no meeting Wednesdays’ to provide employees with a break in an otherwise meeting-heavy week. The result? Productivity remained steady, and employees reported feeling more refreshed and focused for the rest of the week.
Another firm experienced high turnover rates due to excessive micromanagement and clock-watching. Employees, treated more like children than skilled professionals, began to leave. However, once the company shifted its approach and granted employees the freedom to manage their own time, the transformation was remarkable. Employee engagement and company morale soared, leading to significantly improved performance.
Think of the workplace as a band, where drums, bass, and guitar need to be in harmony for a great performance. This analogy reflects efficiency, effectiveness, and quality of life (MIT Sloan). If one element is off, the entire performance suffers. Both employers and employees must work together to maintain the rhythm.
Practically speaking, organisations that develop policies and foster a culture recognising employees as autonomous and resourceful will experience a transformative shift. Environments that value adaptability and self-governance empower employees to navigate their work-life balance while delivering outcomes.
Ultimately, ensuring that an organisation is future-ready rests with the employer. This involves creating a brand and culture that not only appeals to a diverse workforce, including millennials and Gen Z, but also values and promotes flexibility.
So, who is responsible for maintaining work-life balance? The answer lies in a collaborative approach. While organisations must provide the necessary support and structures, employees should also be proactive in crafting a healthy work-life balance.
Roujin Ghamsari, an accomplished HR practitioner and fellow of the CIPD, is recognized among the ‘Most Influential HR Practitioners 2023’. She excels in collaborating with C-Suite leadership to develop and implement robust people plans, enabling organisations to achieve their strategic objectives.