How to help employees achieve work-life balance

■When recruiting employees, you must pay attention to matching the business capabilities, ambitions and interests required for the position

If the human resources manager recruits an unsuitable employee, even if the employee Trying your best, exhausted, and unable to perform job responsibilities well will inevitably lead to work or life imbalance; in addition, the allocation of time and energy is only a superficial problem of "work and life balance", and the unsatisfied interests and needs are a deeper problem. reasons, so when recruiting, the human resources manager must fully communicate with the applicant to see if it matches his ambitions and interests, otherwise it will cause regrets to both employees and the company.

■Carry out publicity and education to employees to guide them to update their old ideas and truly accept the concept of "work-life balance".

The traditional Chinese concept is to only emphasize work and ignore life. In the past, the role models set by society were people who loved work but had no personal life, such as Chen Jingrun, or even people who sacrificed their lives for work, such as Jiao Yulu. Many ordinary people also embrace the spirit of "sacrifice themselves for everyone else." But this is no fun for me, and ultimately affects long-term results. There are also many people who sacrifice youth and health in pursuit of fame, fortune and money when they are young, and when they are old, they try to use fame, fortune and money to retain life and health. But now, we should dialectically view the ancient adage that "loyalty and filial piety (which can generally refer to life) cannot have both worlds", and advocate more the wisdom of "taking what you can afford and letting go".

The human resources department can hold some lectures, salons and other exchange activities to gradually inspire and guide employees to accept some concepts.

■Carry out training activities to coach employees in learning skills to achieve "work and life balance"

(1) Let employees learn to plan their own careers

Generally speaking, the goals and interests of individual employees and the enterprise are not consistent. Employees should be coached to plan their careers and plan in advance their goals for work and life at different stages of their lives based on their wishes, abilities, and family circumstances. Without such systematic thinking, it will be difficult to grasp the overall situation and lose direction when encountering specific problems; on the contrary, if you have firm principles, you will be calm and able to correctly measure whether your choices are in line with the ultimate goal at any time, making your work and life better. to achieve dynamic equilibrium.

(2) Let employees recognize the core work that really needs to be completed

Tell employees that in fact, superiors only assess employees' performance, and the length of working hours is not among the assessment indicators. If the performance is good enough, you can win the recognition of your superiors, and good performance can naturally "redeem" employees' free time; but taking a long time to complete the work will actually lower your evaluation in the eyes of your superiors.

(3) Let employees learn to dedicate their time to improve work efficiency

Warn employees that they must be fully invested in the work process and cultivate a sense of timeliness to improve work efficiency and win the task switch. Transition time to that task; at the same time, employees are told not to be proud of working overtime, and to use their dedicated time at work and only focus on life during business time.

(4) Let managers learn to correctly allocate work and delegate authority to subordinates

Train managers to clarify their nature and responsibilities when assigning work and handing over tasks to subordinates It is best to fully quantify people, content, deadlines, effects and assessment indicators. Tell them that all this is relatively vague, and the result is likely to not only fail to achieve work results, but also waste time of themselves and their subordinates, resulting in low efficiency and unnecessary overtime; at the same time, managers should not do everything personally, but should Trust your subordinates, learn to delegate properly, and let them share work tasks for you.

(5) Let employees learn to say "no" to unreasonable work assignments

Employees should be allowed to clearly distinguish which tasks are their own duties and which tasks do not belong to them. It is important that the job description contains the scope of responsibilities.

From the perspective of organizational structure design and process management, this is to achieve a clear division of labor and clear responsibilities, and to eliminate unclear responsibilities and responsibilities between superiors, peers, and subordinates; from the perspective of human resources management, this involves scientific measurement Job workload, reasonable position and staffing, standardized performance management of work performance, and this is the basic ability necessary for employees to achieve "work and life balance".

■Care about the health of employees and invest in their health

According to statistics, since the reform and opening up, 1,200 well-known entrepreneurs have died young, including Peng Zuoyi, President of Tsingtao Beer, Guizhou Chen Xingguo, General Manager of Xijiu, Fang Hong, General Manager of Shanghai Volkswagen, Yang Mai, President of Ericsson (China), Wang Junyao, Chairman of Shanghai Junyao Group, etc. The bosses of some private enterprises are indeed "hard-working" bosses at work, and they often require their employees to follow their lead.

However, for ordinary employees, staying up late and working overtime will directly lead to lack of sleep, and the impact on performance is self-evident. The human resources department should encourage planned work and not advocate working for more than ten hours or staying up all night; managers themselves do not work hard, nor do they encourage employees to do so.

If the following situations occur, your work and life may already be out of balance: you are afraid of going to work every morning; you spend a lot of working time pretending; you have difficulty concentrating and there is no innovation in your work Thoughts; Too much work pressure and no time to relax; I feel disgusted when I think of the office; I haven’t been excited about the results of my work for a long time, etc.

In fact, only when employees are healthy can the company be safe. However, the human resources department cannot just stop at traditional practices such as reimbursing medical expenses and regular physical examinations, but should proactively invest in the health of employees more broadly.

■ Try our best to help employees solve their worries

Many employees consider themselves "busy people" and often leave their family life and children to others, which will require time and energy. , Emotional problems are solved with money, and it is also euphemistically called "socialized division of labor." For example, buying expensive gifts for family members or sending them to travel abroad, thinking that this can make up for the usual neglect. However, in fact, this is not only unhelpful, but also harmful, because these cannot be made up for, and they only formalize and simplify the relationship between oneself and his family.

However, it is indeed very difficult to make the work and life of the less busy employees shoulder the burden. Then, the human resources department can appropriately help employees solve their worries. Let’s learn from the practices of some well-known companies:

(1) Citigroup’s “Employee Assistance Plan” includes a child care plan, which sets up children’s intelligence, emotion, medical and other courses, providing services to more than 1,500 children every day Serve.

(2) Microsoft has installed camera equipment in the kindergartens of employees’ children, so employees can see their children online; male employees also have one month of “maternity leave” to take care of their wives and babies.

To sum up, a balanced life and work can bring about a win-win situation for both employers and employees. Because if you want to truly achieve "external customer satisfaction" of an enterprise, you must first satisfy the enterprise's "internal customers" - employees. Companies focusing on work-life balance can improve employee satisfaction, reduce employee turnover and absenteeism, and attract high-quality talents, which ultimately allows companies to improve efficiency and expand output. Research shows that companies that are willing to invest in maintaining their employees' work-life balance generally have greater returns. Because doing so can bring employees a more focused attitude, higher work enthusiasm, and higher loyalty.