feature
works for both employer and employee.
If employers don’t do this, the result is
often a rise in employee absenteeism, lack
of engagement, decreased productivity,
performance issues, an increase in physical
and mental implications and a decrease in
profits.
Frangella said employers and HR professionals
can encourage a healthy worklife
balance within a workforce by initiating
strategies such as “having flexible work
schedules, the ability to work from home,
time off for personal issues and reduced
workloads. Some employers have wellness
programs and provide onsite resources in
the areas of nutrition counseling, relaxation
training, active living challenges and
stress management strategies.”
Employee Assistance Programs (EAPs)
are also beneficial and provide employees
with support and assistance in assessing
and resolving work, health and life issues.
Additionally, limiting the use of mobile
devices on evenings or weekends and when
employees are on vacation also assists in
supporting a successful work-life balance.
Kearns is a big proponent of what he
calls a digital Sabbath.
“Take 24 hours off from your computer
and email,” he said. “Disconnect yourself
digitally. It’s amazing what that does. It
disrupts your pattern of constantly being
‘on.’”
When an organization is focused on
improving a work-life balance for its employees,
it begins by ensuring that senior
management are committed to supporting
their staff to achieve a healthy balance
between work and other pursuits and not
foster a round-the clock work culture.
“Today’s workers have competing responsibilities,
such as work, children,
housework, volunteering, spousal and elderly
parent care and this places stress on
individuals, families and communities,”
said Frangella. “A healthy work-life balance
reduces staff turnover rates, which
in turn lowers recruitment and training
costs, reduces absenteeism and use of sick
leave and improves productivity.”
Photo by michele piacquadio/Photos.com
The HR Council for the Nonprofit Sector
offers a section on work-life balance in
its online HR toolkit (http://hrcouncil.
ca/hr-toolkit/home.cfm) that is designed
to help managers, employees and board
members better understand, address and
manage issues relating to HR in nonprofit
organizations.
Additionally, on its website (www.ccohs.ca),
the Canadian Centre for Occupational Health
and Safety (CCOHS) offers initiatives that
include benefits, policies and programs
that help create a better balance between
the demands of the job and the healthy
HRPATODAY.CA ❚ JANUARY 2014 ❚ 29