Work-life Balance - Developing a policy
Work-life balance initiatives must be introduced with the approval and support of senior management for the necessary commitment to be retained (i.e. develop clear guidelines and lead from the top).
Employees as well as management must have a say in the creation of the policies to ensure that it is 'best fit.' This participation will ensure the policy meets its own particular needs, or suits the organisation's corporate culture (adopt policies to meet operational needs) e.g. offer a flexible 'menu' of benefits, with practices offered which appeal to all employees.
Information must be communicated to employees effectively through a variety of mechanisms to ensure that they know and understand what has been implemented and what it means for them.
Both employers and employees must take responsibility for the policy and its success, with regular evaluation and feedback mechanisms included (e.g. include measures for performance, monitor progress and draw lessons from experience).
- Assess the workplace's current situation and objectives;
- Get buy-in from all levels;
- Address fears and worries regarding monitoring of hours, productivity, deadlines (if appropriate);
- Create a policy or guideline;
- Initiate a trial period or pilot; and
- Monitor, evaluate and implement any necessary adjustment.
The policy may be written as a separate stand-alone policy, or included as part of existing Human Resources, or Health and Safety policies.
From a legal perspective, recent legislative changes have increased employees' entitlements to flexible working, maternity / paternity leave, parental / adoption / domestic emergencies leave and these may be included with the policy.
Additional information can be found at
www.ccohs.ca/oshanswers/psychosocial/worklife_balance.html
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