Does Flexibility Guarantee Worklife Balance in 2022?

"We are living at work and working at home, it's all blurred, and it's a huge challenge for everybody. No one's having an easy time with it", says Barbara Corcoran, the founder of The Corcoran Group, a real estate brokerage group in New York City.

Most remote working professionals are in the same pool, just like her. Bacancy's insights on would your organization let you work from home in 2022 (https://www.linkedin.com/pulse/would-your-organization-let-you-work-from-home-2022-/?trackingId=Aq6eOSfSfLj6IeVNTWlXjA%3D%3D) , highlights the comparison between remote work, hybrid work, and work from the office. Post pandemic, people have voted their preference for work-life balance over all the other metrics as one of the highest growing priorities. Although companies have provided flexible work arrangements to the employees, still work-life balance fails to chart amongst the top 3 of the other metrics.

As per the Glint employee survey, companies are offering work arrangements that are flexible in nature but lacking significantly in providing what matters most: work-life balance.

To say it in other words, flexibility and work-life balance don't necessarily go in hand in hand. Data insights from LinkedIn and Glint suggest that companies with best employee culture are more likely to struggle with work-life balance by 32%.

Flexibility can be provided by employers relatively easily with just an addition to the company policy. Contrarily, Karin states that work-life balance is like a see-saw pivot that requires consent from both the employer and the employee, and it's often the worker who has to navigate those boundaries themselves.

So, what can companies do to help employees experience greater work-life balance?

Compact work-weeks:

Governments worldwide are also jumping on the trend in countries like Scotland and Spain. Earlier in October'21, U.S. congresswoman Alexandria Ocasio-Cortez highlighted the need for a four-day workweek.

She called out a bill being considered in Congress called the "Thirty-Two-Hour Workweek Act."

Block specific intervals for downtime:
Several companies, including LinkedIn, recently gave most employees a full week off. As many organizations do, they didn't add a week of paid vacation.

Rather, they coordinate "no-meeting days" to allow workers to get things done more efficiently. Facebook eliminated all Wednesday meetings last year. So reducing the working week has reaped dividends in terms of productivity and worker well-being."

Benefits for Care:

Promoting a better work-life balance at your company may make it a more appealing destination for women or any employee balancing their professional lives with unpaid responsibilities.

"Remember that in addition to being a hardworking, productive member of your team," Daisy Lovelace tells employers looking to support teams as offices reopen, "your employees have other roles in their personal lives."

"For example, caregiving isn't limited to parents," she says. "In some scenarios, your employees might need to care for elderly relatives, neighbors, or provide childcare for other family members.

If your organization has resources to support this, remind them of their availability."
Final Words: Culture is the Elephant in the room

Barbara Corcoran suggests that the best way to master this is to have a 'Separated Workspace.' "Set the alarm so that your work ends."
Companies have never had more urgency or incentive to get the work-life balance right with the Great Reshuffle shaking up workforces. Those organizations that can set healthy boundaries stand to have a competitive edge in attracting and retaining talent.

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This release was published on openPR.