Tips from the study's primary author to reassure employees that it's OK to participate in work-life balance programs.
1. Make sure everyone knows that support program participation “will not translate into being perceived as a 'nonideal' worker.”
2. Tell people about the long term cost to themselves and their employer of anxiety-driven burnout by explaining that such behavior leads to higher turnover, loss of competitive edge and a tarnished workplace reputation. “Being able to articulate these consequences can help validate workplace balance programs as valuable programs, not just 'warm and fuzzy' HR-speak,” Harris says.
3. Help employees understand “when-to-say-when” about working too much. List the signs of overwork: poor dietary choices, lack of exercise, poor sleep habits, mistakes on the job, trouble at home, etc.
4. Help them learn how to leave work-related stress where it belongs – at the office.
5. For those who are carrrying their stress around 24-7, steer them safely toward company-sponsored support systems. “They should utilize the in-house corporate programs to help them learn how to manage their work-life boundaries,” he said.
6. Train your supervisors to recognize out-of-balance workers and encourage them to use support programs. This may require explaining that part of their job as a manager is to pay attention to employees' emotional and physical well-being.
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Dan Cook
Dan Cook is a journalist and communications consultant based in Portland, OR. During his journalism career he has been a reporter and editor for a variety of media companies, including American Lawyer Media, BusinessWeek, Newhouse Newspapers, Knight-Ridder, Time Inc., and Reuters. He specializes in health care and insurance related coverage for BenefitsPRO.
