THE IMPACT OF WORK LIFE BALANCE ON EMPLOYEE PERFORMANCE

 

Figure 1:https://www.pixtastock.com/

Introduction

Many people struggle to balance work and family life in today's ever-demanding work climate. Despite the global search for work-life balance (hence referred to as work-life balance), few have come up with a satisfactory description and idea. Work-life balance does not imply an equal distribution of tasks; rather, it refers to changing work schedules to allow people to combine work with other obligations such as caring for children or elderly relatives. The advantages and disadvantages associated with that balance or imbalance can affect multiple levels of society. Work-life balance is a combination of interactions among different areas of one's life; the advantages and disadvantages associated with that balance or imbalance can affect multiple levels of society. The drawbacks of might affect both the employee and the employer. Consequences can be harmful to an employee (Mendis, M.D.V.S. and Weerakkody, W.A.S., 2017.)

Work-life Balance and Job Satisfaction

Work-life balance, according to Fisher et al. (2003), is anything that is done to achieve a balanced split of time between work and outside of work. Individual behaviors outside of work can create personal friction and energy for us. When a person balances his work and home commitments, he will have job satisfaction since he will not be burdened by concerns outside of work. Work-life balance program offers resources for caring for parents and children, healthy living, and employee welfare, according to Robbins and Coulter (2012). As a result, many businesses have developed initiatives to help employees strike a balance between work and life, including family-friendly benefits.

Work-life Balance and Employee Retention

Employee retention is a major issue for businesses, especially these days for knowledge workers (Ferreira in Too & Kwasira, 2017). Because talented applicants in the worldwide job skills market have opulent possibilities, the labor market currently belongs to employees (Too & Kwasira, 2017). Employees, both new and old, have realized that they have more options when it comes to choosing a company (Clarke, 2001). Many organizational issues have arisen as a result of today's changing business climate, one of which is keeping talented people. The organization must, however, execute the WLB program in order to retain staff. This statement is supported by research conducted by Too and Kwasira (2017), which found that rewards and compensations have the second-strongest influence on organizational performance after the practice of work-life balance, and the findings of their study showed that rewards and compensations have the second-strongest influence on organizational performance after the practice of work-life balance (Silaban and Margaretha, 2022).

Figure 2: Research Model.

Ways to balance work and life

Promoting a healthy work-life balance entails having a holistic approach to integrating all of those components into a careful equilibrium that feeds, nourishes, and motivates your people to be their best selves in and out of the workplace.

Here are ten suggestions for assisting your staff in achieving a better work-life balance.

1.  Help employees manage their workload.

Workload acts as an effective buffer for the safety, resilience, and well-being of employees. Employees who were at capacity in terms of workload felt the greatest about their safety, resilience, and well-being, according to Qualtrics' 2020 Global Workforce Resilience Report.

Employees with workloads considerably below their capacity, on the other hand, had unfavorable feelings about the same issues (Work-Life Balance - What it Means and Why it Matters, 2022).

   2.      Prioritize your employees’ physical health.

     Employees' physical well-being, as well as their involvement and attitudes toward work, are all influenced by their physical health. Employees who engage in unhealthy habits, such as not getting enough sleep or eating low-nutrient diets, not only do not feel their best, but they also cannot perform at their best at work. On-site (or virtual) yoga sessions, fitness challenges, nutrition coaching, sleep coaching, and other wellness initiatives can help foster healthy habits and a better work-life balance (Work-Life Balance - What it Means and Why it Matters, 2022).

 3.      Provide mental health resources

    As previously said, stress and burnout are two of the most serious hazards to employee health. Organizations can provide mental health tools – such as therapy – through an Employee Assistance Program (EAP) or other stress management resources to assist employees to cope with stress and achieving a better balance. These could include stress management programs (on-site or online), meditation or yoga classes, or chair massages (Work-Life Balance - What it Means and Why it Matters, 2022).

4.      Support employees with making social connections

Employees who have positive workplace relationships are more likely to feel connected to their jobs and more engaged in their work. Organizations can assist employees who lack social ties by encouraging like-minded contacts in a healthy context. Employees feel more engaged (and happier!) when they can connect with their coworkers outside of work, whether through reading clubs, jogging (or walking) clubs, on-site fitness programs, or virtual fitness competitions (Work-Life Balance - What it Means and Why it Matters, 2022).

5.      Encourage restorative time

One of the most widespread misconceptions about work-related burnout is that it is solely the fault of the employee. When it comes to preventing burnout, what we do outside of work is just as essential (Work-Life Balance - What it Means and Why it Matters, 2022).

6.      Support occupational well-being

     Work-life balance and productivity are inextricably linked. Employers gain from encouraging healthy practices that improve productivity. Companies might, for example, encourage employees to take frequent breaks during the day, go for a walk when they are anxious, and provide healthy, energy-boosting snacks in the lunchroom and break room. Some businesses have taken it a step further in their efforts to rethink the workweek, opting to work four days a week instead of the typical Monday through Friday 9 to 5 (Work-Life Balance - What it Means and Why it Matters, 2022).

7.      Create boundaries between personal and workplace technology

Keep your phone out of your office/workspace when working from home to avoid the blurring of home and work life. Create boundaries with your personal phone and your business phone as well. Remove work-related apps from your personal phones, such as email and Slack, if you're feeling brave. Alternatively, move the apps to a folder so they're less apparent when you're not working on your phone. Also, turn off work-related notifications after hours, on weekends, and when you're on vacation (Work-Life Balance - What it Means and Why it Matters, 2022).

8.      Take time off from work

     Because they couldn't fly for a vacation during COVID, many people found it impossible to take significant time off. While a staycation might be rejuvenating, they want to check work technology may still be present. Encourage employees to entirely disconnect from work – and work technology – while on vacation in this case. This allows them to re-energize and return to work with renewed vigor (Work-Life Balance - What it Means and Why it Matters, 2022).

9.      Be mindful of the example you’re setting

     If you're a leader setting an example for your team, you should practice what you preach. Instead of sending an email after hours or on the weekend, take advantage of technology and schedule emails and Slack messages to be sent exclusively during business hours. When the recipient isn't working, they won't feel obligated to answer or even passively check in (Work-Life Balance - What it Means and Why it Matters, 2022).

      10.  Be mindful of the example you’re setting

     Striking a healthy work-life balance takes listening to your people and taking action on their needs. For example, a recent study by the Future Forum revealed that flexibility is now one of the top factors influencing attraction and retention at organizations. Indeed, nearly all (93%) knowledge workers want a flexible schedule, while 76% want flexibility in where they work (Work-Life Balance - What it Means and Why it Matters, 2022).

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References

1 Silaban, H. and Margaretha, M., 2022. The Impact Work-Life Balance toward Job Satisfaction and Employee Retention: Study of Millennial Employees in Bandung City, Indonesia.

2.Coursehero.com. 2022. sustainability-13-12406.pdf - sustainability Review Human Resource Management in Crisis Situations: A Systematic Literature Review Ingi Runar Edvardsson | Course Hero. [online] Available at: <https://www.coursehero.com/file/130304682/sustainability-13-12406pdf/> [Accessed 3 April 2022].

3. Qualtrics. 2022. Work-Life Balance - What it Means and Why it Matters. [online] Available at: <https://www.qualtrics.com/blog/work-life-balance/#:~:text=By%20definition%2C%20work%2Dlife%20balance,health%20and%20general%20well%2Dbeing.> [Accessed 3 April 2022].