The newer generation of workers is putting legitimate pressure on organizations to improve work-life balance. Their attitude isn’t new, but the attention they are bringing to the concept of “work to live” versus “live to work” has brought it to the forefront to the extent that no business is immune to the effects. Leaders who have resisted, believing that their employees are entitled and unfocused on the company’s success, have ended up frustrated. This mis-perception couldn’t be further from the truth.
Our younger employees, in fact all employees are more often than not, simply looking for a meaningful existence that allows them to use their talents while building a career. They want a boss who understands them, will set clear expectations, and will challenge them, but will also be flexible when needed. Traditionally, businesses have seen success when their employees put in the time. Leaders often still put too much emphasis on hours worked instead of business outcomes. The result is employees who feel micro-managed and think their managers don’t trust them.
Finding the right balance for your organization is key — creating a rewarding trust-based culture has a direct effect on any company’s success. Leaning too much in the “work” or “life” direction always leads to unintended consequences. In an environment where balance is not the goal, employees can end up feeling unappreciated and managers may get the sense they are carrying too much of the load as they focus on putting in the time.
The solution is simple. When company leaders take ownership, a culture can be created that results in an engaged workplace. Instead of by accident, a little foresight and intention along with a substantial dose of persistence can result in a win-win situation. To get started, ask yourself a few important questions…
How should we define the personality (a.k.a. culture) of our company?
What experience do we want for our employees
that will also produce the best business results?
What is the ideal work-life balance?
What leadership behavior is needed to build this culture?
The answers may not be immediately obvious. Defining culture and finding the ideal balance while prioritizing profitability and productivity will take introspection, but the leaders who look beyond the blame game and place value on the diverse needs of our modern workforce, are the ones who will rise to the top.
How should we define the personality (a.k.a. culture) of our company?
What experience do we want for our employees
that will also produce the best business results?
What is the ideal work-life balance?
What leadership behavior is needed to build this culture?
Start Your Journey to Success
We’re ready, are you?
We know that every company has a unique set of challenges. Our perspective can help simplify what needs to be improved and our time-tested methods can provide clear steps toward your performance goals. Contact Liddell today.