Currently, organizations possess employees who have families and other responsibilities other than those at their workplace. In most cases, achieving a work-life balance has become a challenging task for these employees. Consequently, research has indicated that employees who are involved in this struggle tend to be more dissatisfied with their work and, therefore, their production during office hours has dipped (Guarav, 2013). Furthermore, the dissatisfaction of an employee often raises the chances of him or her leaving his or her job for another one. Since high employee turnover within an organization is not a recipe for success, various companies have endeavored to provide better and more flexible conditions to ensure better performance.
In response to this development, organizations have resorted to some practices that seem to be more employee-friendly. The methods include freedom to telecommute, flexible hours and child-care friendly policies. However, in corporations where these policies are in place, the number of employees who are aware of them is low and, therefore, the plans do not work effectively (Guarav, 2013). In some cases, there is a disconnect between what the company offers and what the employees prefer. Therefore, it is prudent for employers to consult their employees before putting in place policies concerning employee’s work-life balance.
Furthermore, it is essential for an organization to re-evaluate the metrics that are in place to measure employee productivity. For some organizations, the productivity of an employee is tied to the number of hours which he or she spends at the workplace rather than the quality of work that he or she produces (Guarav, 2013). Revising such metrics will provide an organization with better insight and, therefore, aid them in the crafting of better policies that consider employees’ work-life balance.
Gaurav, K. (2013). Quality of work life (qwl) & employee satisfaction. London. Grin Verlag Ohg.