The realities of maintaining a work-life balance have always been challenging. But, better integrating the two concepts is the solution. Managing the way we work both inside and outside of our traditional working day is not only possible, but ultimately beneficial, for most people. And, because of technological advancements and changing attitudes in work-life balance, we’ve actually become wired for integration.
Generally, these are all good things, if you consider the creatively oriented thinkers, makers, advisors and managers staffing industries these days. On the whole, their reaction to a higher degree of autonomy has been a greater commitment and productivity: Combining work and life in more free and flexible ways has become the path to happier employees and stronger businesses.
Yet, we still have to be cautious, because integration and the means for achieving it is a personal issue — what works for one person won’t necessarily work for another. That’s why, as the CEO of a global organization, I’ve encouraged not only innovation and productivity, but also better integration. Here are the steps I recommend:
Introducing integration
Change of any kind can be tough on companies and their employees. Reactions such as lethargy, unwillingness to try something new and phrases like “we don’t do it that way” are poisonous. This is especially true when you’re trying to build a company culture that embraces integration.
That’s why the work environment must be built on trust and space. The goal here is simple: to ensure that your company is a place where output and results are judged above time served. This type of workspace usually includes:
- Strong communication: There is no such thing as over-communication if you’re trying to move a business through a period of transformation. The path to encouraging integration should feel collaborative. Nor does it need to include everyone. Start with a small group of standout employees who have a history of affecting change, and make them your advocates. That will allow a more organic cultural change. If you don’t communicate and instead try to do it all yourself, you’ll have no chance.
- Constant empowerment: As a CEO, I’m empowered to recognize what my company needs, to ensure that everyone is productive and effective. However, enabling that same degree of empowerment in others is a management skill in and of itself, and a cultural asset, especially when your’re trying to…