Employers Can Make Work-Life Integration a Win-Win

By Claude Werder, Vice President and Principal HCM Analyst, Brandon Hall Group

From the time an employee gets up in the morning until the time she goes to bed, balancing work with the rest of life always lurks somewhere in her consciousness. Getting the project done on but finding time to grab a quick lunch with friends; taking that last afternoon phone meeting but leaving to take Sally to karate lessons. It’s a never-ending balancing act.

As business demands make work schedules more hectic, work-life balance has given way to work-life integration. With people now working remotely, having flexible hours, interacting with friends who are also colleagues, and using mobile devices as a lifeline, work and life are intertwined — at all hours of the day and night.

How employees manage their time reflects their own self-images as much, if not more, than situations at work or home. For example, perfectionists may see no choice than to put more time into work to get the job done right. Employees intent on “being the best” may need to put in longer hours to secure their status as an elite performer. Their view of work life vs. everything else contrasts with those whose passions lie outside of work.

Employers play an important role in employees’ work-life integration. You can create a culture that values making work meaningful and provides tools to give employees the power to manage their careers with opportunities for growth. And you can encourage employees to live meaningful lives outside of work.

Brandon Hall Group created a blueprint for organizations to help employees navigate the work-life obstacle course while creating a culture of high performance. Here’s an overview, and you can access the full report here:

  • Advocate for Wellness. About 70% of organizations offer formal wellness/well-being programs beyond standard health insurance. The depth and breadth of your program signal how serious you are about advocating for your employees’ well-being. For example, offering annual health-risk assessments, done by 57% of organizations, sends a strong message of support.
  • Provide a Flexible Work Environment. Employees expect to have the same choices and flexibility at work that they have at home. But business goals and needs require policies that are more restrictive than some employees like. Organizations should regularly review their environment to make sure it is flexible and supports work-life integration.

Companies can use technology to support their workforce by making administrative tasks easier. For example, up-to-the-second pay changes are now possible with HCM cloud technology. This is particularly helpful when employees have different roles within one shift – possibly switching from hourly wage to supervisory wage in retail or manufacturing environments.

  • Enable Strong Performance. Performance enablement occurs through frequent goal-setting, continuous feedback and coaching, and frequent performance conversations. HCM cloud technology provides360-degree feedback, giving employees and managers a stronger platform to express viewpoints and provide feedback. Performance enablement gives employees some control over their work interactions and their success, leading to better work-life integration.
  • Recognize Employee Contributions. Recognition comes in various forms. Many organizations use HCM cloud technology to manage their reward programs. It’s important to give recognition even in the simplest ways, like a ‘thank you’ for a job well done. Recognition is critical to high- But more than that, it impacts how employees view the roleof work in their lives.
  • Provide Clear Career Paths. There is often a disconnect between individual career goals and the organization’s ability to communicate clear paths for achieving those goals. Only 9% of organizations provide clear, well-communicated career paths for more than half of their employees. Focusing on career development is critical for organizations.
  • Build an Inclusive Culture. Most people want to be part of something greater than themselves. When employees feel included in your organizational culture, the value of work grows from a means to a paycheck, to a feeling of belonging. While 78% of organizations say they have an inclusive environment, the degree of inclusion varies.

Today, and in the workplace of the future, employees’ work lives and personal lives will become more intertwined. For employees to find value and satisfaction from both, employers must support work-life integration and build a partnership with employees.

Claude Werder, Vice President and Principal HCM Analyst, Brandon Hall Group

Claude Werder is Brandon Hall Group’s Vice President and Principal HCM Analyst. He focuses on Leadership Development and Talent Management. Brandon Hall Group is a leading research and analyst firm with Practices in Learning & Development, Talent Management, Leadership Development, Talent Acquisition and Workforce Management/Core HR.

Become a Brandon Hall Group member!

We are a human capital management research and advisory firm with more than 10,000 clients globally. For over 25 years, we have been delivering research-based solutions that empower excellence in organizations around the world. Our vision is to inspire a better workplace experience. Becoming a Brandon Hall Group member means our team joins your team. Membership provides a host of resources and services and – most importantly — a seasoned team of thought leaders and client support professionals dedicated to your success. 

Click here for more information and to sign up for a free trial membership.

Like what you see? Share with a friend.

Mike Cooke



Stay connected

Get notified for upcoming news subscribing

Related Content

Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

Resubscribe to our email distribution list.