Personal Assistant Resources

Work/Life Balance is Just Good Business!

It would be nice to think that the companies on the leading edge of work/life balance programs are simply being good citizens and doing the right thing!  But, the fact is that these programs make good business sense.

 

In addition to increased productivity and employee satisfaction, companies can retain valuable employees in a competitive environment, and attract new employees with these programs. 

 

Every generation in the workforce today reports that work and life balance is one of the top issues for them and that they want to work in a company that supports their desire to have more balance in their life. 

 

Whatever the reason for the movement, we should be glad it is upon us. 

 

Who are the companies with programs, what do the programs look like and what results have they achieved?

 

You might be surprised to know that these companies cut across all industries in the private and the public sector.  Here are some examples of program components:

Ø      Elder care programs consisting of resources directories, counseling, elder care services and educational services

Ø      Expanded telecommuting and ‘telework’ programs that allow employees to work from home or other locations

Ø      Part-time and job sharing positions for employees come off disability or recovering from health problems, or for parents who wish to spend time at home with their children or with aging parents

Ø      Fully accredited child care centers in or near the workplace

Ø      Babies in the Workplace programs that allow a child to remain with a parent in the workplace until the age of six months or whenever the child starts to crawl

Ø      Alternative work schedules and FlexTime work schedules that allow employees to work hours other than 9:00 to 5:00 in order to better meet their personal needs

Ø      Family Advocacy Programs held at lunch-time on managing personal finances, parenting, stress management, anger management and elder care issues

Ø      Outdoor recreation, walking paths and fitness equipment for employee use during and after work.  Some companies even provide grills, row boats and other equipment for employee family use.

Ø      Support groups for elder care, new fathers, holistic health, spousal abuse, single parents,  adoptive parents, parents of teenagers parents of blended or merged families, caregivers, and grandparents raising grandchildren alone.

Ø      Nursing Mother Rooms for breastfeeding moms

Ø      Enforced scheduling and use of vacation and personal days to ensure that the employees takes time off from work

Ø      Cross-training in positions to ensure coverage so that employees can take time off without the company suffering

These are just some of the examples of programs in government agencies, hotels, banks, corporations and union environments around the country. 

Human Resource Management companies and universities study the effects of these programs and publish reports to support and encourage their growth.  And the really dedicated companies keep finding new ways to encourage balance. 

In many cases, this effort still has to trickle down into the company.  Older managers or those supervisors who feel they are being shortchanged on work may frown upon these initiatives and studies find that programs put in place without adequate manager and employee training rarely have the same impact as a program that includes communication via seminars, training, written manuals and frequent follow-up. 

Work/Life Programs benefit the company by increasing productivity and focus on the job, reducing job turnover and increasing employee satisfaction.  Employees will miss less time from work, because they will not be sick as often. 

Families will be more supportive of the employee’s job and company choice because they know the company supports the employee’s personal needs, and their efforts to sustain good health and to manage stress. 

Instead, a company will run better and will find it easier to attract and retain good employees.  Companies will get a lot of support and good press from employees and managers, alike – and the company may even end up in one of those University Case Studies.  A role model for others to follow!

In your efforts to attract new clients as a personal assistant, don’t rule out business whether small or large. Armed with the information I’ve provided above, you can put together a simple marketing plan that will attract businesses and keep their employees happy.

Start simple. If the company is apprehensive about using your services, offer a trial. Give them 2 weeks to try your services at a discounted rate. At the end of 2 weeks, have the employees that used your service provide feedback to you and report those comments to the company. Happy employees will help sell you to the company.