Work Life Balance

 

Work Life Balance

We’re always talking about our dedication and professionalism and too infrequently talking about the toll that our hectic case load takes on both.  The work of the future isn’t going to be easier.  It will require more education, more responsiveness, and more change.  That treadmill that some of you believe you’re on?  It will be set on a higher speed.

When we talk about work/life balance, we’re not advocating for socialism or a welfare state, we’re talking about a calculated look at what our employees feel, what they eat, how they exercise, and how they professionally grow as a way to make a direct impact on productivity and employee retention.

Why shouldn’t we assist the people that we ‘coach’ and who are on our ‘team’ with their health and well being?  What’s the toll it’s going to take on our bottom line and what’s the real impact it’s going to have on our productivity when we stop and consider the most important thing in all of our lives: our health?

A few of you may be saying, ‘I know the answer to that question! We’ve tried longer breaks for employees. We’ve tried gym memberships.  It didn’t work.  People weren’t appreciative.’

Failure of work/life balance programs has nothing to do with the merit of trying to improve your employee’s physical and mental well being.  Do we even need to debate whether employees are more productive if they feel more physically fit and more mentally alert?  It’s not the intention that’s off track here; it’s how the program fits into the larger management picture and how it is implemented.

As we conceive it, work/life balance is made possible both by attention paid to it by leadership and as a by product of the business model that we have been advocating for within this site.  Leaders should stop thinking about work life balance as a job perk, and start thinking about it as a necessary component to smooth, productive, long-lived operations.  In our business model, work life balance doesn’t live on a side street; it’s right on the main drag.

Still, from a practical side, the nay sayers have a point.  How is it paid for?  How do you cope with employees who are not appreciative of it?  How can we afford to spend time and energy on employee well being when there are so many other pressing demands on our time and money?   Please review some of the blogs written by our colleagues who have first hand experience trying and succeeding at bring balance to their practices and their teams.

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