How to Support Your Employees' Non-Work Life



When an employee is able to maintain that delicate balance between work and non-work life, his or her performance in the workplace excels to an optimal level. As an employer, it is vital that you find ways to support and assist in cultivating your employees’ non-work life. An employee’s non-work life includes activities such as family time, hobbies, and health and wellness cultivation. Employers who operate under this mindset will see an increase in their profit margin as well through more effective employee production. This article will address several steps in how to support your employees’ non-work life.

See also: Top 10 Things Employees Want Most from Their Employers

1. Workplace Assessment Process

In order for this process to proceed smoothly, it is vital that all levels of management are involved in the planning and implementation stages. This process works best when the owner of the company or CEO has a management policy of supporting employees’ non-work life. A management policy of working employees to the point of exhaustion is not going to create optimal productivity in the workplace. It is important that your managers are educated in teaching employees how to properly set priorities and deadlines for task completion. When your employees know that they don’t have to over-work, they will become more productive and be able to balance their work and non-work lives. Additionally, these managers need to learn how to spot situations where employees are stressed or on the verge of burning out. Managers can assist these employees in getting plugged into employee assistance programs for stress relief. There are two ways that managers can assess the issues in the workplace.

  • Employee Evaluations – Managers can utilize evaluations or surveys to ascertain specific work life balancing needs that employees have. Evaluating these needs can help managers to support their employees’ non-work life needs.
  • Educational Opportunities – A second option is for management to bring in consultants to educate employees on balancing their work and non-work lives in a more productive and positive manner.

2. Implement Flexibility at Work

Management can support their employees’ non-work life by making every effort to implement flexibility into the workplace. This step needs to be integrated after careful planning and adherence to strategic business development. Two ideas that management can implement to cultivate flexibility at work are discussed below.

  • Telecommuting Positions – Depending on your business and workplace constraints, you may want to consider offering telecommuting positions to your employees. This option can be offered on a temporary or permanent basis or only a few days per week. Telecommuting has been shown to increase employee productivity.
  • Offer Flextime Options – If implementing telecommuting positions into the workplace is not feasible in your company, consider offering flextime to your employees.

3. Create Time Off Benefits

A third factor involved in management supporting their employees’ non-work life is to create time off benefits that cultivate positivity in the workplace. It is important to evaluate your current vacation, personal day and sick time leave so that you can make adjustments as needed. There are several steps that you can take to support your employees’ non-work life.

  • Use of Time Off – Management needs to understand that encouraging the use of time off will benefit both your company and your employees. Implement a policy among your various departments where managers encourage rather than discourage employees taking time off.
  • Family Leave Time – Make sure that your policies regarding paid family leave time for childbirth, adoption or sickness in the family are beneficial to your company and your employees. Find a balance that works for both parties involved.
  • Work Task Balance – The third step involves implementing a positive work task balance policy where employees are encouraged not to take work home with them. If the need arises to take work home and there is an emergency, it should be permitted. However, in order to support your employees’ non-work life balance, it is important to discourage employees from taking work home.

4. Revitalize the Workplace Atmosphere

The final factor in regard to supporting your employees’ non-work life is to find ways to revitalize the workplace. Cultivating a positive atmosphere where employees feel valued and part of something greater than themselves, will make a difference in their non-work life balance. There are several ways that managers can revitalize the workplace atmosphere.

  • Implement Active Policies – Management needs to implement active policies where employees can actually benefit from them. Maintain positive communication with your employees to ascertain what is working and what is not.
  • Create Employee Family Activities – Show your employees that you value their families by creating family activity days. Schedule family picnics, hikes or trips to an amusement park. In addition to family fun days, you can also implement days for employees to bring their children to work for the day.

Supporting your employees’ non-work life is an important factor in developing a thriving workplace culture. If you are in management, what steps have you taken to support your employees’ non-work life?




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