For the past two weeks, I’ve been doing a series of blog posts on what leaders can do to stop their best people from walking out the door. Here’s one final idea in this series – support work-life balance.
When organizations and their leaders support work-life balance, what they’re really doing is recognizing that employees have important family and extraprofessional obligations that compete with their workplace commitments. Whether it is dependent care leave, childcare subsidies, eldercare programs, counseling and referral, or flexible working hours, these values allow people to strike a more meaningful and potentially less stressful balance between obligations at the workplace and obligations at home. And this matters! Companies that support and truly live and breathe work-life balance deeply engage their employees. In fact, the research has shown that employees will accept slightly lower than average salaries in order to achieve work-life balance! Continue reading