In this blog series surrounding the Surgeon General’s Framework, we will be breaking down each of the five essentials for workplace mental-health & well-being and ways you can implement the recommendations into your workplace.
To read our recommendations on other essentials here:
- Essential 1: Protection from Harm
- Essential 2: Community and Connection
ESSENTIAL 3: WORK-LIFE HARMONY
The next well-being essential focuses on ensuring employees can be “human” in the workplace. We all have lives outside of work, and to maintain a balance between those lives and work, employees need space and assurance that leaders at all levels support this balance. This can show up in many ways depending on the organization’s makeup.
According to the Surgeon General’s report, there are four primary components to supporting this essential. These elements must be present in order for this balance and harmony to happen:
- Provide more autonomy over how work is done.
- Make schedules as flexible and predictable as possible.
- Increase access to paid leave.
- Respect boundaries between work and non-work time.
So, how do we begin to work towards or strengthen these elements in our workplaces? Let’s break it down.
Ways to Implement in Your Workplace – Essential 3 – Work-Life Harmony
The likelihood of your organization adapting to remote work, or at the very least, a hybrid work schedule is probably very high. However, a flexible work schedule does not always equal autonomy. Autonomy is having choices, your own options, and that must extend beyond just the location you are physically conducting work.
Dos and Don’ts to Consider:
- Don’t constantly follow up with your employees or colleagues. If they committed to something, give them an opportunity to come through. Fight the need for multiple status updates (however recognizing there are occasional exceptions).
- Do anticipate the need for ongoing communication, and put a system in place. Leverage any access you have to tools or communication channels that will work for your team (Teams, Slack, a shared intranet site, for example).
- Do provide options when possible. Give others the ability to think through multiple paths and perspectives, and then respect their decisions.
It is possible to have both. By implementing a well-thought-out framework of guidelines and expectations, organizations can empower their employees to navigate the delicate balance between flexibility and predictability effectively. This approach not only encourages greater autonomy but also provides employees with the stability.
Dos and Don’ts to Consider:
- Do choose specific days and times when everyone on the team is available for regular meetings.
- Do introduce standards that require a specific timeframe and criteria before a last-minute meeting is issued.
- Don’t assume change is not possible. Look at team processes and workflows impacting daily schedules and think about condensing or streamlining activity or action.
Paid leave provides employees with the opportunity to take time off when they are ill, need to attend to personal matters, or require a break from work-related stress. This helps maintain their physical and mental health, reducing burnout and improving overall well-being.
So how can we be sure our employees have adequate access to leave? When we find ourselves lacking influence over policies, it’s essential to shift our perspective. Instead of dwelling on what we can’t control, let’s focus on what we can. Embracing the belief that we can make a difference is crucial for achieving results. It’s important to remember that change may not occur immediately, but there’s significant value in expressing our ideas and being a dependable team member that others can trust.
Dos and Don’ts to Consider:
- Do your research. Look at the pros and cons of your organizational policies. Think about how improvements can be made and why they should be made.
- Do provide feedback to your manager and HR department. Take the initiative by speaking to those who oversee policy. Provide organization-specific examples and reasons to validate your research.
- Do your best to help and support employees and colleagues. Whether that is coverage, collaboration, motivation, or simply kind words. Be the support you would want to receive.
- Don’t assume change is not possible.
Respecting boundaries between work and non-work time is essential for maintaining both individual well-being and overall productivity. In today’s hyper-connected world, it’s increasingly easy to blur the lines between professional and personal life, which can lead to burnout, stress, and a diminished quality of life. When individuals are able to establish and uphold these boundaries, they create a healthier work-life balance, enabling them to recharge, spend quality time with loved ones, pursue personal interests, and prioritize self-care. This, in turn, translates into more engaged and motivated employees when they return to work, as they are better equipped to focus, make sound decisions, and contribute effectively to their organizations. However, words quickly lose meaning if you are not walking the walk.
Dos and Don’ts to Consider:
- Don’t text or email after hours, unless it is to a specific employee or group that has been clear about their boundaries. Read between the lines as well, just because you hear “it is fine” does not mean it always is.
- Don’t respond if receiving a text or email after hours. Set your It is ok to prioritize your life outside of work. There is no shame or apology needed. Use your voice by simply not responding until a reasonable hour and timeframe to do so.
- Do avoid sending a request to an employee or colleague on Friday at 4:30 pm or (insert another ridiculous timeframe). Unless it is truly urgent, it can wait. Worried you’ll forget? You can draft the email, but schedule it to send on Monday.
- Do ask your employees and teammates what is stressful for them! Just talking about it helps to get to a place where you are more transparent about what works for you.
In Conclusion
There are little things we all can do that will support one another’s work-life harmony, and the best part is that these efforts contribute to nurturing a culture of empathy and consideration. Caring about others’ time, energy, and ability to focus on what matters.
There will always be a critical meeting, task, or general “thing” that needs to be done at work. But if employees know they can walk away for a few minutes, shut down, unplug, and say “good evening/night” or “see you tomorrow”, it makes tackling those high-priority items considerably more manageable. That is the balance in action.
Moreover, for those in leadership roles or those who have the capacity to enhance benefits and policies, it’s worth reflecting on the profound impact this can have in creating a more harmonious work environment for your team. Evaluating potential improvements and adjustments demonstrates a commitment to the well-being of employees. The value in putting effort in this will be worth its weight in gold.
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