Are your managers trained to improve people’s work-life balance?


People at the workplace emphasize highly on work-life balance.

In the U.S. corporate culture, more millennials and female employees looked for an organization with the flexible work culture in a new job. For them, It is much essential to have a maintained balanced work-life. Corporate leaders need to take that into account and be willing to offer a flexible work culture.

However, not every business vertical can offer such an environment. Many jobs would necessarily demand physically present people. Such work positions have fixed work-hours and require discipline. Take the case of security personnel, who must physically frisk people before letting them enter a store.

Research firm Gallup has shown in its research that the prevalence of ‘real performance goals’ is a better predictor of work-life balance compared to flexible work opportunities. People assigned with realistic goals are nearly 2.5x more likely to agree to have a healthy work-life balance.

"Working people who strongly believe that their performance goals are realistic are 3x more likely to recommend their organization to be a great place to work."

Gallup Research

It gives an excellent opportunity to your workplace coaches, i.e., people’s managers, to set realistic goals for performance upscaling. It doesn’t matter what industry vertical they work for; managers can improve the work-life balance of their team by defining achievable performance goals.

Here are three things that managers can do achieve work-life balance for their people:

1) Include people in setting their performance goals

Gallup’s research also shows that when included in goal setting, people are 2.3x more likely to admit that their performance goals are realistic.

Ironically, nearly 50% of all employees in the U.S. don’t know what employers expect from them.

Leaders need to create that platform where their managers bring this sense of inclusivity when defining goals. When people help their managers define their goals, they are likely to be realistic.

2) Define the consequence of not meeting the goals

When people know about the consequence of not achieving their targetted goals, they are twice as likely to claim that performance goals set for them are realistic.

Employees in the workplace need to predict the outcome if or not their performance goals are met. Outcomes can be positive when the goals are met, and negative otherwise.

3) Empower people to help achieve their goals

Managers, with the help of leaders, should lay a platform for their people to achieve performance goals.

Managers or coaches foster a direct relation with their teams and individuals within. They shoulder the responsibility of helping these people achieve their defined goals. This means, give them the updated tools & technology and an optimum environment to flourish. Empower them.

Leaders and Managers need to collaborate

New age leaders will take the lead in this dynamic workplace ecosystem. How can they train managers to produce work-life balance for their teams? How to achieve workplace satisfaction for people’s maximum commitment?

Leaders must sit down with the managers to leverage the need for these tools and nurture a conducive workplace environment.

Allow AI to help you

This complex goal is often the task of Artificial Intelligence. Bases on neuroscience technology, AI is the trusted tool to help workers achieve their goals. Furthermore, AI will help you, the leaders, to get the semblance of people’s emotions while they are at work. These individual performance statistics becomes the ultimate tool to strategize what helps particular individuals and teams.

Zinbucks people engagement tool comes as the savior. It is the solution to the critical challenges in a corporate culture that leaders repetitively encounter. This promise of improved social engagement and enhanced workplace experience using Zinbucks has helped various people-centric institutes and organizations in the past year.