Once, we used to talk about Millennials’ view of work-life balance as a new-fangled idea. In 2020 everyone had to readjust and learn to live with the monumental effects of Covid-19.
Millennials and even Generation X-ers may have pioneered the concept of work-life balance, however the value of flexibility surrounding work and home is now the new normal for everyone.
Traditionally, employees used to stay with employers for extended periods of time and have clear divides between their work and home lives. Now we all have a new set of requirements we want from our employers.
Business leaders need to ask themselves, how can we ensure an achievable work-life integration in order to hire, hold on to and inspire the best talent?
What will your approach be once we’re allowed back into the office?
In this ongoing adjustment employees will still have a requirement to either self-isolate or home school on occasion when bubbles are compromised.
But now that we’ve all been working from home (and have proven that we are productive), there are many employees who will resent using annual leave on life admin, such as taking their car to the garage or waiting in for deliveries.
Whilst some business owners may think flexibility at work could be detrimental to productivity, enforced home working has hopefully proven that it can actually be a benefit. As well as engendering loyalty and therefore employee retention, the chances are your employees will go above and beyond to achieve business goals because they feel valued.
Invest in motivating your staff by listening to their needs and encourage self-responsibility to ensure they are inspired to carry out their work and you will still spend less than you would have had to on recruitment and HR issues.
What is communication like between teams, generations and the pecking order within your business? And are you communicating in a way that employees will listen?
It’s 2021 and we’re all used to having a wealth of information at our fingertips. When information about their own company is not communicated effectively it will lead to dissatisfaction, frustration and a reduced loyalty towards the employer. It’s crucial to analyse what, and how, you communicate with employees.
A lack of open and forthcoming communication between employees, managers and business owners tends to result in employees who feel as though they are not trusted or valued enough for information to be shared with. Or that they’ve only been informed as an afterthought.
How you communicate within your business is down to many factors including culture, generation and gender, all you need to do is ask!
The ease with which we are able to communicate means there’s no excuse for not adapting communication to suit all needs, enabling your business to communicate more effectively and efficiently with all employees.
But let’s face it, there’s presently a bigger question to be asked about communication. Remote working has ushered in new diversity in communication which should be built upon, not lost once everyone returns to the office, assuming they do.
Whether our working practices revert to how they used to be, become a hybrid or remain remote/fully flexible, ensuring that these new ways of communicating are sustainable for your business is paramount.
What am I doing to enhance my employees’ learning? Am I improving my employees’ journey within the company?
Encouraging the sharing of skills and knowledge between different generations in the workplace helps to cultivate mutual respect and enhance existing talent within the company.
Sharing is caring
More experienced employees may have a wealth of experience in particular industries, and businesses who enable reverse mentoring will benefit from the younger generation’s adaptability to changes in technology, media and trends.
This sharing experience enhances both individuals as well as the wider business and will help usher in more effective and happier ways of working.
Personal and professional development
Younger or older, some people are more interested in enhancing their careers than others. Giving employees equal access to quality training that will benefit them both professionally and personally will develop knowledge, hone skills and provide new ways of thinking.
By allowing flexibility in the workplace, open and thoughtful communication throughout the business, providing professional development and allowing time to achieve personal goals, businesses will ensure that employees in their business will want to remain and grow with them.
If your business needs assistance to implement these ideas then utilising Shirlaws frameworks and methodologies through training or a business coach may suit your business model. Get in touch, we’d be happy to guide you through your options.