Not long ago, it seemed as if the mantra “work-life balance” was replaced with “work is life.” Many people seemed to build their entire identity around what they did for a living and how much time they dedicated to it.
That overbearing mentality was so intense that people even felt guilty if they came home at night to relax instead of working at some side-hustle. There was even intense pressure to monetize hobbies.
This approach led to hyper-availability at work, and many employers were more than happy to make workers feel as though they were underperforming if they weren’t constantly available. Thankfully things have changed.
Now we know that this level of intensity leads to burnout and unhappiness. It’s also a major contributor to the Great Resignation. Despite this, old habits are hard to break for both workers and management. That’s why it’s important to set a good example and take steps to let workers truly disconnect.
Setting a Better Example
Leaders often abide by the idea that they should be willing to do anything they ask of their employees and then some. This understanding is a great approach because it ensures you don’t abuse your power and that you hold yourself to the same standards to which you hold your employees. You can take that mindset and adjust it just a bit.
Instead of working just as hard or harder than your team, teach them the importance of disconnecting at the end of the day, taking care of themselves, and being more productive by making healthier choices. You can set the tone by doing these things:
- Let your team see you take lunch breaks and leave on time
- Talk about taking vacations and other time off
- Demonstrate staying home when you are unwell
- Ask about their hobbies and interests
- Make it enjoyable for people to take breaks at work
Finally, talk openly about mental health. Discuss resources that are available to team members. Share your support for the idea that work should end at the end of the day for the sake of everyone’s well-being.
Create an Environment that Lets Workers Disconnect
It’s also up to you to build a workplace infrastructure that allows your team to be at their best when they are working. This focus helps them to better disconnect and leave work behind at the end of the day. Here are a few action steps to take:
Manage for Outcomes
When you manage for outcomes instead of processes, you take the focus off of how employees work. Instead, you emphasize what they accomplish.
With this approach, you no longer worry about details such as when employees take breaks or if they spend ten additional minutes at lunch. You communicate details like deadlines and expectations, then trust your employees to meet them.
Workers no longer feel as though they are being evaluated by the hours they spend in the office or are available on call.
Focus on Flexibility and Autonomy
Workers who have the flexibility to work when they can be most productive and autonomy to determine how they work best are better able to disconnect when they need to. They know they can move their schedules around as needed and that they should step away if they are stressed and less productive.
Move to a PTO System
Many workplaces use an outdated system that gives workers time off in various categories such as:
- Sick leave
- Vacation
- Personal time
- Comp time
- Bereavement leave
To get time off, employees must give personal details about their lives to justify taking the time that they need. Worse, some employers expect written documentation that is invasive and sometimes expensive to obtain.
If you do this, consider switching to a PTO system. This system simply gives workers a designated bank of days off each year. When they need a day off, they take one with no need to justify or provide any details. This approach helps to ensure that workers take time when they need it for mental health and other self-care.
Set a Three-Hour Rule
Are there managers in your organization who tend to call workers after hours and expect their team members to log in on their off days? What about supervisors who call for mandatory overtime every single week?
Sometimes these things are unavoidable, but when it’s a regular thing, you can bet the issue is poor staffing or planning. Fortunately, there’s a way to discourage this and encourage work-life balance.
The three-hour rule is inspired by a law in Ontario that states that any employee who is called into work for any reason must be paid a minimum of three hours.
Put the same rule in place in your organization, and you can bet that supervisors will quickly decide that many urgent matters can simply wait until morning. Nobody wants three hours of overtime billed to their department over something frivolous.
Be Clear About What Makes Employees Valuable
Many employees struggle with anxiety about job security. They fear that their job is at risk and wonder how they might survive without it. As a result, many feel as though they must be available at all times, even if they have to sacrifice their well-being.
You can put them at ease by communicating expectations clearly and letting them know what they need to do to succeed in your organization. This strategy includes helping them to set professional goals. Then, make it clear that overextending themselves or being hyper-available isn’t on the list.
