Archive for April, 2016

Teleworkers More Motivated to Pursue Wellness on Their Own, Compared to Office Employees

Posted by - . 0

As we approach the start of Global Employee Health & Fitness Month in May, we’re sharing eye-opening wellness related data from our national probability telephone survey of full-time employed adults conducted by ORC International and co-sponsored by Citrix.

Despite employers investing millions of dollars to promote employee health, almost half of the U.S. workplace does not budge. The problem is that many organizations separate wellness, work life flexibility and other employee strategies into siloed initiatives rather than linking them together to benefit both business and employee performance. It’s time to break down the silos because employee wellness and work life flexibility are better together. 

The survey found:

  • While teleworkers are more likely to pursue wellness options on their own compared to their office-based counterparts, almost half of all full-time U.S. employees do not participate in wellness-related activities no matter where they work.
  • The survey also showed that a lack of work life flexibility is not a barrier to wellness since almost all employees indicated they have some form of flexibility.
  • However, training and guidance on how to manage that flexibility does positively influence employee wellness pursuits.

More details of the survey findings are in the press release below and infographic.

WorkLifeFitWellnessInfoHorz

What do you think of the research findings?  Are you surprised or do they align with your experience?  I’d love to hear your thoughts in the comments section, on Twitter @caliyost, or on our Facebook page.

_______________________________________________________________

Teleworkers More Likely to Pursue Wellness Options on Their Own Compared to Office-Based Counterparts

Only Half of U.S. Full-Time Employees Participate in a Workplace or Individual Wellness Program

Among the nearly two-thirds of full-time U.S. employees who say they do not participate in a workplace wellness program, teleworkers are more likely to pursue wellness options on their own compared to their office-based counterparts. However, about 45 percent of all employees – no matter where they work – do not participate in wellness-related activities either through their workplace or individually.

These are among the findings from a national probability telephone survey of 617 full-time employed adults commissioned by Flex+Strategy Group/Work+Life Fit, Inc (FSG/WLF), conducted by ORC International and co-sponsored by Citrix.

“Many organizations bucket wellness, work life flexibility and other employee strategies into separate silos rather than linking them together in a holistic approach that benefits business and employee performance,” said flexible workplace strategist Cali Williams Yost, CEO, Flex+Strategy Group. “Despite employers investing millions of dollars to promote employee health, almost half of the U.S. workplace does not budge.”

  • Only one-third of employees (33%) said they participate in a workplace wellness or wellbeing program with those aged 30 or older more likely to do so than their Gen Y colleagues.
  • Twenty percent said even though their company provides a wellness program, they do not participate.
  • A quarter (25%) said wellness/wellbeing programming is not an option at their workplace.
  • But on a positive note, nearly 20 percent noted that despite not participating in a corporate wellness program, they pursue wellness opportunities on their own, with teleworkers (24%) having significantly more initiative than those that work in an office (17%).

“Teleworkers use their inherent sense of discipline, focus and ability to prioritize to not only get their work done, but also pursue a healthy lifestyle,” Yost said. “It’s a positive outcome of telework that employers should value when we consider that one-third of all full-time U.S. employees now work from a remote location.”

Lack of Flexibility Not a Barrier but Lack of Training Hurts

According to the survey results, lack of work life flexibility is not a barrier to employee wellness as almost all (96%) of employees reported having some type of flexibility (either the same amount or more than the year before). However, the data indicated training and guidance to help use and manage work life flexibility does significantly increase employee wellness participation. While less than half of those surveyed (47%) noted they received such training, those who did were significantly more likely (43%) to say they participate in corporate wellness programs than those who did not receive training (24%).

“With guidance on how to use work life flexibility, these employees have learned how to fit work and other priorities, including exercise and doctor’s visits, into their lives,” Yost explained. “Such training provides organizations an untapped opportunity to educate employees about the various supports and rewards available through workplace wellness programs to be their most productive and healthy selves.”

The survey, with a margin of error of +/- 4 percent, was conducted in July 2015 as part of a biennial series of FSG/WLF studies that have monitored the national progress of issues related to work life flexibility from the individual’s point of view since 2006. More information, including an infographic, is available at www.worklifefit.com/research.

# # #

Media Contact:

Pam Kassner, 414-510-1838, pam@superpear.com

Maggie Baum, 608-438-2814 or maggiebcomm@gmail.com

 

 

Escape the 10 Tyrannies of Work/Life Balance…Finally

Posted by - . 1

escape

“What’s your top how-to tip?”  When I’m asked this question in almost every consulting engagement, speech and media interview, my answer is the same, “Stop looking for balance and start finding your unique work+life fit.”

Over the years, my response has become even more emphatic.  Why?  Because “balance” is an anachronistic holdover from the Industrial Age, with all of its boundaries and rules that no longer exist.

Until we move past “balance” and begin to speak and think differently, it will stand between us and true flexibility in the way we manage our work, life and careers because:

  1. Balance” is always discussed in the negative. “I don’t have balance.” “I am out of balance,” which…
  2. Keeps you focused on the problem, not the solution. You have the power to make countless adjustments (both large and small) in the way you work and manage your life (as long as you know how), but you’ll never see them because balance…
  3. Assumes we’re all the same. We’re not.  At any given time, we all have a completely unique set of work and personal circumstances which precludes a one-size-fits-all solution.   For Kate, who’s on the steep learning curve of a new job and works long hours, getting to the gym and seeing her friends every couple of weeks is enough.  But for Mark, three days a week mentoring new sales people is perfect, because he can delay retirement for two years and see his grandchildren more.   Work+life fit is like snowflakes.  I’ve never heard the same fit twice, but balance
  4. Infers that there’s a “right” answer. There isn’t.  If the work+life fit reality for each of us is completely unique then there’s never going to be a “right” way.  I’ve met an investment manager who runs a tree farm on the side, an accountant who’s a mom and a competitive ballroom dancer, and an entrepreneur who gets home twice a week for dinner with his kids and tries to slip in time to surf during his 80-hour workweek.  They’ve all found a work+life fit that works for them in the context of their unique jobs and personal realities.  No one is right.  No one is wrong, yet balance…
  5. Leads us to judge others, often unfairly. Honestly, we need to give each other and ourselves a break.  We have no idea what’s going on in someone else’s life or in their job, but we can learn strategies from each other.  “How does an entrepreneur get home for dinner and surf?”  “How do you manage investments and run a tree farm?”  “How does a mother work as an accountant and find time to be a ballroom dancer?”   Instead of judging, we can inspire, but balance too often…
  6. Results in unproductive guilt. If each of us has a unique work+life fit, then there should be no (or at least less) guilt.  If that fit works for your unique work and personal circumstances, rock on; however, the trick is to understand that not everyone can do what you’re doing. This is the missing piece.  How can create a culture that allows all of our unique work+life fit realities to coexist together?  Circumstances will change.  One day you’re able to work 80 hours a week, then because of unexpected eldercare responsibilities you can work no more than 20 hours, but balance…
  7. Suggests that the goal is a 50-50 split between work and the other parts of your life. In today’s competitive, service-oriented, global economy there are very few jobs where a consistent amount of work will be done on particular days within certain hours all of the time.   Even 15 years ago, you could count on a pretty reliable schedule.  And you could walk out the door at the end of the day and not have to reconnect to work until you walked back in.  No longer.  To find a fit that works for you and your job, acknowledge this inherent work flow inconsistency and connectivity.  Plan as best you can to create boundaries around technology and to accommodate the inevitable work+life ebbs and flows.    But balance…
  8. Leaves no room for periods where there’s more work and less life, and vice versa. If you want flexibility in your workplace to succeed, then you need to be flexible with it.  In other words, if an unexpected project has to be completed and you’re supposed to leave at 4 p.m., occasionally step to the plate and stay without complaint.  The unanticipated will happen.  Conversely, maybe you’ll experience a chronic illness (like when I had Lyme two years ago).  Suddenly there’s a lot more life than work, but balance…
  9. Ignores the constantly changing reality of work and life. When your goal is “balance” any and all changes will throw you off.  My experience is that very few of us know how to think through, plan for and adjust our work+life fit in response to the personal and career transitions we know are happening, much less the events that happen unexpectedly.   And, we need to because balance…
  10. Will never be taken seriously by corporate leaders.  When you say “balance,” all that corporate leaders hear is “work less” and the conversation goes nowhere.  But, the minute I start talking about the goal in terms of work+life “fit,” these same leaders engage.  They see that they too have a work+life fit that matters to them, but also that there’s a business benefit to giving everyone more flexibility to work smarter and better in today’s economy.

So escape the tyranny of balance.  Focus on how to optimize your work+life fit and you’ll:

  • Talk about what you could have
  • See solutions
  • Know  we’re all different
  • Realize there’s no right answer
  • Stop judging yourself and others
  • Lose the guilt
  • Embrace and plan for the ebb and flow of work and life day-to-day and throughout your career, and
  • Increase the likelihood of that your boss will support greater flexibility in the where, when and/or how you work and, in turn, manage your life.

Tell me…what steps will you take to escape the tyrannies of work-life “balance” and find your fit?  I really want to know!

I invite you to connect with me and continue the conversation on Twitter @caliyost and on Facebook.  Also, sign up to receive FSG/WLF updates.

(For those of you who have followed my work for some time, you will recognize this is an updated version of a post I originally published in 2011.  I’ll reblog and reblog until the work-life “balance” Google alerts in my inbox slow to a trickle!)