The push for greater work-life balance is a much talked about shift in employee needs—in fact, demands—over the past several years. This demand has been heightened, of course, by experiences during the pandemic.
As many employees enjoyed the freedom and flexibility of remote or hybrid work schedules they got a taste for the balance they now increasingly demand.
Changes in the power dynamic between employers and employees have also certainly played a role. For a variety of reasons, for many employers it has become an increasing challenge to find and retain quality workers.
In addition, as the value of soft skills has evolved in the modern information economy, workers are less commoditized. It’s not as easy to replace a marketing specialist or a project manager as it may have been to replace the worker operating Machine 57 in a factory.
Even when an employer isn’t committed to finding the person with the perfect skillset, a tight labor market has meant that finding any employee for an open position can be a challenge.
In this new environment, the ability to provide work-life balance has become an important differentiator for employers.
Work-Life Balance as a Differentiator
Companies can, of course, compete for labor by simply offering high wages and attractive benefit packages. But that’s not a realistic or sustainable strategy for most businesses. After all, labor is one of the largest if not the largest expense category for many organizations.
Companies that appreciate the premium employees place on work-life balance and that can find ways to deliver that balance can differentiate themselves from competitors, often without having to break the bank in the process.
What Are Employees Asking For?
In the post-COVID world (and even pre-COVID in many cases), certain trends can be seen in the types of work-life-balance policies employees are most interested in.
“In the current landscape, employees are vocal about their needs for work-life balance,” says Young Pham, the founder and HR head of BizReport. Pham gives several examples of the types of policies BizReport’s staff have been advocating for.
Remote Work Flexibility: The ability to work remotely, whether on a part-time or full-time basis, remains a high-priority ask for employees. It offers them geographical freedom and reduced commute times.
Customizable Hours: Employees are seeking the flexibility to adapt their work hours to fit their lives, accommodating family responsibilities or personal pursuits.
Mental Health Support: Mental health concerns have gained prominence, and employees are asking for access to counseling, therapy, and stress management programs as part of their benefits package.
Extended Leave Options: Additional paid time off, sabbaticals, or unpaid leave options are requests we encounter, allowing employees to take extended breaks for rest, travel, or personal projects.
Other Programs Related to Work-Life-Balance
Work-life balance isn’t all about flexibility, although the two terms are often used synonymously. But work-life balance can also be thought of as including a balance between an employee’s responsibility for performing their day-to-day job functions on the one hand and the employee’s desire to find fulfillment and belonging at work on the other hand.
Using this broader concept of work-life balance, a couple of other benefits have become increasingly important in this area. If we think of work-life balance as also including support for employees’ feeling of belonging and support for their goals and aspirations, we can certainly include DEI efforts and training and development opportunities in this mix.
Challenges in Meeting Employee Demands
One of the most interesting dynamics to watch in the post-COVID world is the tension between employees’ embrace of remote work and certain organizations’ push to bring workers back into the office. While there are certainly benefits for in-person collaboration, the implementation and design of many back-to-the-office policies have managed to both irk employees and fail to achieve desired business goals at the same time.
“I have seen that flexibility for some companies is very difficult,” says Paul Wolfe author of Human Beings First (Publish Your Purpose, 2023). “Many companies are forcing employees back to the office for two to four days a week. They are saying that this is for collaboration, creativity, and culture, but when talking to employees of these companies, many say that they are sitting at a desk on Zoom all day in meetings, and so are their peers.” Wolfe believes that some companies are struggling to adapt to a new work paradigm.
Another challenge faced by many employers in responding to employee demands for greater-work-life balance is logistical complexity and associated cost.
“Maintaining productivity and collaboration in a hybrid or remote work environment can be operationally challenging,” says Pham. “Balancing flexible schedules with business needs requires careful planning and management.” Pham also points to the associated costs of all that complexity: “Implementing comprehensive work-life balance programs, especially those related to remote work and mental health support, can entail significant financial investments in technology, benefits, and wellness initiatives,” he says.
The evolution of the corporate landscape towards a more balanced work-life dynamic underscores the changing priorities of both employers and employees.
As the lines between work and personal life continue to blur, especially in the wake of the pandemic, the onus is on companies to adapt and innovate. While financial incentives remain important, the intangible benefits related to work-life balance have taken center stage.
Companies that can successfully navigate these shifting waters, offering genuine flexibility and support, will not only attract top talent but also foster a culture of loyalty and satisfaction.
However, this journey is not without its challenges. Balancing employee desires with operational realities requires a nuanced approach, understanding, and, most importantly, a willingness to evolve. As the world of work continues to transform, those who prioritize the well-being and aspirations of their employees will undoubtedly emerge as leaders in their respective industries.
The future of work is not just about productivity; it’s about creating environments where individuals can thrive both professionally and person
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.