Governor's Work-Life Balance Award
Employers that support Work-Life Balance recognize that individuals’ personal and family lives contribute to who they are and can have a positive effect on how they perform as employees. These leaders show their commitment through actions that benefit both the organization’s well-being and the individual employees within it. These leaders also do not see these endeavors as “benefits” to the employees but as tools to get the job done.
10 Steps to Work-Life Balance
Value your employees as your organization’s greatest asset.
Leadership believes that employees are more creative, effective and productive at work when they have the flexibility and support to assure their family and personal needs are met.
“We have a written Work-Life and Family Policy, which states that employees are treated equitably, families are supported, and family-care concerns are regarded as legitimate and important. We recognize that employees have lives outside the workplace.”
— Cross, Gunter, Witherspoon & Galchus
Support options for flexible work arrangements. Objective based management versus face time is a huge part of the Work-Life Balance culture. Workplace flexibility encompasses a variety of arrangements that allow workers to continue making productive contributions to the workforce while also attending to family and other responsibilities.
When asked about the five desirable employer practices, 63 percent of employees identified flexible schedules as the most important work-life benefit their employers can provide. (Research by the Corporate Executive Board).
“Employees have several work schedule options: 1. Flex time 2. Compressed work week, 3. Part-time schedules, 4. Job sharing and 5. Some telecommuting.”
— Arkansas Educational Television Network
Promote team development.
“As workplaces become increasingly collaborative, with employees working together to complete tasks, a smart manager will work to help employees feel like they are a part of a team. As a business owner, the way you manage your staff and operate your business affects how your employees interact with each other to build a team atmosphere. “ How to Make Your Employees Feel Like a Team by Miranda Brookins, Demand Media
“We provide two main activities for all co-workers and their immediate families during the year; a BBQ during the summer and a Fall Festival in October. These programs are designed to promote family activities while at the same time showing our appreciation to our co-workers for the great work they do for St. Joseph’s Mercy.”
— St. Joseph’s Mercy.
Invest in your employees’ growth both professionally and personally.
“Continuing education and professional development can be a major investment by both employers and employees; however, the benefit to the company and the individual employee is priceless. Few other investments carry such a low risk and high ROI to both the employer and the employee.”
Back-To-School: The Benefits of Continuing Education Partner Healthcare IT
“Ongoing educational courses through organizational development department are offered to assist employees in furthering customer-service, communication, and problem-solving skills.”
— Baptist Health
Champion child care and elder care initiatives.
“Workers’ well-being contributes to business productivity. Less appreciated is the fact that child well-being is influenced by a parent’s working conditions…It is no exaggeration to say that a responsive workplace today can contribute to positive outcome for the next generation of workers.”
Jodie Levin-Epstein, Deputy Director, Center for Law and Social Policy
“We provide child care for staff meetings and continuing education opportunities because when child care is provided, our employees are more engaged in the program than worrying about their children.”
— Allied Therapy
Provide easy access to services.
“Non-traditional benefits, ranging from discounts on legal plans to pet insurance, boost employee morale — essential to protecting every business’s bottom line – and cost nothing to the employer while saving employees money on an array of services.” Perking Up Employee Benefits, Scott Thomas
“We allow our employees to use payroll deductions to purchase personal equipment such as computer systems with no interest.” — University of Arkansas
Encourage wellness.
“In addition to the cost savings associated with being a healthy enterprise, there may be productivity gains to the extent that healthy employees are more satisfied with their jobs and more engaged in their work than unhealthy employees.”
Healthy Enterprise Study, Sibson Consulting, winter 2011
“A collaborative effort with another nearby business has resulted in the use of a fitness center for our employees.” — Cross, Gunter, Witherspoon & Galchus
Prepare for the unexpected.
“The 10th Annual MetLife study shows that not only are employees concerned about everyday financial issues, they are also deeply concerned about unforeseen life events such as premature death or being unable to work due to injury or illness. They worry about how they will cope with the effects of this on their household income.”
10th Annual MetLife Study of Employee Benefit Trends
“Mercy Sharing, our co-worker crisis fund, is essentially about co-workers helping co-workers during an emergency or catastrophe. Co-workers, if approved, may receive up to $500 in emergency assistance.” — St. Joseph’s Mercy Health System
Assist employees and their families in establishing a foundation of financial well-being.
“Financial education programs in the workplace should clearly benefit employees by providing them with greater confidence and sense of control of their financial destinies.”
10th Annual MetLife Study of Employee Benefit Trends
“Choices in retirement savings plans are offered that require no employee contributions but match dollar-for-dollar savings up to a maximum limit if the employee chooses to contribute.” — University of Arkansas
Communicate Do Not Underestimate the need for ongoing communication of tools/programs. “Employees must first be aware of the benefits, and really understand them to appreciate the value of those benefits,” said Lori High, president of Prudential’s Group Insurance business. “And, for benefits to have a positive effect on an employer’s recruiting and retention results, they must be thoroughly explained and promoted throughout the organization.”
The Prudential Financial study, “Show Them the Value,” Nov. 30, 2009
We use an internal bulletin board to keep staff informed on business information, plus a chat board for personal sharing. Management also conducts monthly all-staff meetings to share current status on many issues, demonstrate upcoming programs or projects, celebrate achievements and allow for Q&A.
— Arkansas Educational Television Network
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