Organizations that feel a sensible desire to keep shareholders happy, will continuously be looking for ways to decrease costs. Cutting costs is an extremely important element to running a business. Unfortunately, we sometimes get in to trouble cutting costs in place that end up costing money in the long run. Not upgrading IT equipment will eventually result in expensive outages. Buying the cheapest parts will eventually lead to product defects. Not actively learning about customers will eventually ease a company into irrelevance.
Successful businesses understand cutting costs in these areas is short-sighted. However, one area that organizations tend to forget about is the wholistic well-being of employees. Most employers operate in such a way as to bifurcate an employee’s work life and their personal life. At the very worst, organizations typically consider outside of work events as beyond their responsibility. At best, they make few allowances for such events.
Ten years ago, this strategy was fine. Work and home life could be reasonably compartmentalized. The same cannot be said for today’s workforce. Employees are always able to log in and get work done. While in many circumstances, employers don’t force employees to work outside of regular business hours; in most circumstances there is an unspoken pressure to do so.
This creates a reality where “work life” slowly bleeds into “personal life.” Whether organizations like it or not, they are drain on employees’ free time. So if there is no boundary on how much personal time an organization takes up for an employee, can an argument really be made the organizations shouldn’t be concerned with the employee’s entire well-being?
On a recent podcast, Andrew Saidy, the VP of Talent Digitization at Schneider Electric, shared his experiences of how his company has leaned into this idea of accommodating for an employee’s entire well-being. By realizing that the notions of “personal life” and “work life” are becoming less and less distinct, Schneider Electric has managed to de-compartmentalize the two. Its employee experience initiatives are all entirely focused on making sure the life – not just work— experience of an employee is the best it can be. To hear the entire episode, visit Forging Employee Experience. To stay in touch with Andrew, visit him at his LinkedIn.
The workforce dynamic will continue to tread towards less distinct differentiations between work and personal life. This is a huge benefit to companies in terms of productivity and engagement from employees. In return, organizations should be willing to help support all aspects of an employee’s life – not just as it relates to work.