Why work-life balance is dead

9 Sep 2015

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Why work-life balance is dead

  1. Tracy Brower, Ph.D., MM, MCR Tracy Brower, Ph.D., M.M., MCR Why work-life balance is dead #LimeadeWorkLife @Limeade @TracyBrower108 It’s totally possible.
  2. Today’s speaker Tracy Brower, Ph.D., M.M., MCR Tracy is the author of Bring Work to Life by Bringing Life to Work and the Global Vice President of Workplace Vitality at Mars Drinks. Before that, she served as the Director of Human Dynamics + Work for Herman Miller. Tracy focuses on the sociology of work – how humans affect their work-life and how it affects them back
  3. Overview #LimeadeWorkLife @Limeade @TracyBrower108
  4. What is work-life integration? Integration means coordinating, blending and bringing elements of work and life into a unified whole.
  5. What are work-life supports? Benefits, formal policies and information practices that help employees navigate the demands of work and life. Send a strong message to employees regarding the extent to which they’re valued
  6. Poll: What’s your experience with work-life supports? I’m a work-life ninja: I’ve seen and done it all. I’m confident: I have a good amount of experience. I’m not an expert, but I’m trying some new things out. Work-life supports are new to me: I’m eager to learn. I’m here to learn as much as I can. 1 2 3 4 5
  7. An abundance of options Amenities Care-related solutions Hours of work Insurance/ benefits Job management Physical work environment Technology Wellness & mental health
  8. Example: Oil & gas company • Work at home with permission • Option for Friday afternoons off in summer • Special programs for special needs  Highly conservative  HR seeking to change the culture
  9. Example: Financial organization • Core hours • Employee recognition programs • Employee activity programs • Leadership development efforts  Multiple locations nationwide  A ‘bulge’ workforce
  10. Example: Packaged goods company • Employee recognition programs • Community programs • Variety of benefits • Policy-driven flexible work • Leadership development • Employment life cycle for touches and selection  Publically held  Multinational  HR right-hand to CEO and C-suite  Legacy of employee-focused culture
  11. Example: Manufacturing company • Few policies at all but extensive flexibility • New policies blossoming for where, when & how people work • Flex time • Flex place • Rich environment  Legacy culture of employee-centric participation
  12. Example: University • Office hours & traditional schedules • Emphasis on presence for student support • Benefits focus on university • Onsite childcare • Private offices  Variety of roles  Campus and student centric  Traditional university environment
  13. Example: Tech company • Friday work at home option • Extensive use of desktop video • Time-zone-based work hours • Generous parental leave • Dogs in the office • Concierge services  Entrepreneurial company  Primarily millennial workforce  Three sites  Global
  14. Be creative within boundaries • Rotating hours • Purchase of extra vacation • Pools of employees and hours for emergency time off • Full time service with part time responsibility that is employee customer-facing • Cross training • Technology • Training and development planning • Tuition reimbursement • Onsite childcare  Call centers  Cable guys  IT Help groups  Healthcare  Machine-tied jobs  Desk-tied jobs  Customer-tied jobs
  15. When companies provide work-life supports they enhance employee… Engagement Satisfaction Retention Health
  16. Poll: Does your company manage change well? My company is brilliant at managing change. No one is perfect, but we do it quite well. It’s spotty: sometimes things go well but we could do better. Honestly, we can use all the help we can get. Change management? We call it command and control. 1 2 3 4 5
  17. Making the business case Background and problem statement Goals and objectives Criteria Options and analysis 1 Recommendation and rationale Risks Outcomes Action plan Summary 2 3 4 5 6 7 8
  18. Formula for change Vision Knowledge Dissatisfaction Vision Dissatisfaction Knowledge of practical first steps Perceived costs V D k Pc≥
  19. Measuring success Depending on your company, you can measure using: • Employee survey data (if you try a pilot version, survey the team before, during and after) • Attendance records • Customer satisfaction • Turnover rates • Exit interviews
  20. Lessons learned | Everything counts | Start small | Focus on leadership | Align with work | Count, measure, track & gather feedback | Continuously improve | Focus holistically Remember: work-life supports are more than just flexibility
  21. Wrapping it all up #LimeadeWorkLife @Limeade @TracyBrower108