5 Ways to Create a More Desirable Workplace

July 27, 2016
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Recently, a French pact between technology sector workers and companies gave workers the right to turn off email and smartphones after 6 p.m. Not long ago, American companies would sneer at such a move, but these days workers are considering the work-life balance costs of American exceptionalism, and employers are beginning to empathize.

Ubiquitous, always-on technology is one catalyst to force American companies to consider how to balance worker productivity against exhausting other valuable employees. Of particular concern is how to make employees’ jobs easier and less stressful. This is critical in today’s employees’ job market, in which workers prefer companies that offer a more desirable work-life balance.

These are some of the work-life balance perks employees value most:

1. A flexible work schedule –  Choose from four options that appeal to gridlocked commuters, busy parents, and employees with obligations outside of work. Learn about these options in our recent post Hire and Retain Talent by Offering a Superior Work-Life Balance.

2. Paid time off – Combine sick days, paid personal days, and vacation days into one lump sum of PTO days. Providing employees with a more flexible form of free time gives them the flexibility to choose how they use their earned hours. It also results in fewer unscheduled absences and reduces the need for manager oversight. Employees simply accrue PTO days at a certain rate, which rewards them for their service and improves retention. To keep employees feeling rejuvenated and energetic, either limit or disallow carryover of PTO time into the next calendar year.

3.The option to go off the grid during off hours – American employees typically don’t mind staying connected after working hours, according to a recent Gallup poll. Many have to be available because they are doing business with people in different time zones. But a growing number of employees want the option to focus on focus on family or other parts of their personal lives”  once they leave the office. The feeling of being tethered could lead to resentment, particularly during PTO and/or vacation time. The best approach for many organizations may be a policy that discourages non-urgent or non-emergency off-hour communications.

4. Allow unpaid leave when necessary – The 12 weeks required by the Family and Medical Leave Act (FMLA) may be insufficient for employees who experience some of life’s most traumatic events including serious medical conditions, family medical emergencies, or death in the family. While most employers are sympathetic and accommodating when these situations arise, making unpaid leave a part of your company policy communicates a sense of humanity that resonates with job candidates and new hires.

5. Hold family and team-building events – These kinds of events, help to form bonds between employees and foster a sense of loyalty to the team and to the organization. Team outings allow employees to relax and socialize with peers, and company picnics and similar functions allow families to meet and engage with one another. All of this aidds in enjoyment, loyalty, retention, and positive word of mouth about your culture on Facebook and sites like Glassdoor.

Each of these perks is becoming more popular and is a determinant in attracting and retaining top talent. Companies that are leading the work-life trend usually find that these changes are worthwhile, even though they do require some level of sacrifice.