One out of 7 tips to improve your work-life balance is by reaching out to family members or friends to babysit. A healthy work-life balance is when your work commitments and personal life exist in harmony. A disproportionate work-life balance increases the risk of anxiety, depression, and insomnia. To develop a healthy work-life balance, create SMART goals, reach out for help, and set boundaries. […]
NOTES: 7 Tips To Improve Your Work-life Balance
Creating a sustainable work-life balance is an ongoing process and it will look different for everyone. And when our work-life balance is not in alignment, we are more prone to problems like insomnia, depression, and anxiety. These among other reasons, may contribute to occupational burnout, which causes high levels of stress, fatigue, sleep problems, substance misuse, and higher risk of physical health conditions. The 7 tips to improve your work-life balance are;
1. Create SMART goals
Taking time each day to define what you want to accomplish and how you’re going to accomplish it.
2. Manage your time efficiently
Time management both during the workday and outside of work helps you create more time for things that are important to you and align with your values. Break your day into chunks, schedule work commitments, life responsibilities, and even leisure activities on a calendar or app.
3. Take movement breaks
Integrating movement into your workday is a simple way to cope with stress and avoid burnout. Our bodies hold our stress, give yourself permission to take a break away from the computer to stretch or go for a walk.
4. Practice mindfulness
Mindfulness is a therapeutic technique where you focus your awareness on the present moment. Start with listening to music and paying attention to your experience of listening.
Spend your free time away from staring at your phone, tablet, or laptop to enjoy face-to-face time with your loved ones. Research indicates spending time with friends and family can reduce stress.
6. Set boundaries
Be open with your employer and your manager when you may be unavailable during certain times of the day. Don’t wait until you’re so burned out with your job that you quit out of frustration. Often, your employer may simply not be aware of your workload and be willing to adjust it if you ask.
7. Use your support system
Leaning into your community for support can make you more resilient to stress. Whether it’s asking a friend to help watch your kids, consulting with a colleague on a tough work project, or dividing chores between yourself and a roommate or spouse — reaching out to your support system can help you better cope with the stressors of everyday life. And if required, reach out and connect with a therapist or counselor.
Welcome to Work-Life Feed Work-life Daily Trends. Go to https://www.insider.com to view the full article on; 7 Tips To Improve Your Work-life Balance, according to mental health experts . Worklifefeed is not responsible for the content of external sites.
A wealth of research shows that self-criticism often backfires – badly. Besides increasing our unhappiness and stress levels, it can increase procrastination and makes us even less able to achieve our goals in the future.
Instead of chastising ourselves, we should practice self-compassion. This is also one of 7 tips on how to improve your Work-life Balance. And it means that we should give greater forgiveness for our mistakes, and make a deliberate effort to take care of ourselves throughout times of disappointment or embarrassment. With mindfulness, you focus on your breath while noticing all the muscles and body parts involved in breathing.
“Self-esteem is contingent on success and people liking you, so it is not very stable. You could have it on a good day but lose it on a bad day.”Kristin Neff
Measure how much you are cultivating self-compassion. On a scale of 1 (almost never) to 5 (almost always), rate yourself on the statements below:
- I try to be loving toward myself when I’m feeling emotional pain
- I try to see my failings as part of the human condition
- When something painful happens, I try to take a balanced view of the situation
- I’m disapproving and judgmental about my own flaws and inadequacies
- When I think about my inadequacies, it tends to make me feel more separate and cut off from the rest of the world
- When I’m feeling down, I tend to obsess and fixate on everything that’s wrong
The more you agree with the first set of statements, and the less you agree with the second set of statements, the higher your self-compassion.
For many of us, the struggles of isolation, remote working and caring for the people we love have provided the perfect breeding ground for self-criticism and doubt. While we cannot eliminate those stresses, we can at least change the ways we view ourselves, giving us the resilience to face the challenges head on.
For those who return fully to the office, the answer is likely a return to the old way of doing things. For those who decide to go fully remote, the answer is likely to completely embrace and perfect the systems that they’ve used to survive the past 16 months.
Hybrid work requires a unique approach that involves more learning, more planning, and more tweaking. If you observe closely the 7 tips shared above on how to improve your work-life balance, you will see that the 3 things that your business needs to succeed at hybrid work are embedded. The 3 things are;
- A remote-first mindset (set boundaries, manage your time efficiently).
- A commitment to asynchronous work (use your support system, practice mindfulness, unplug, create SMART goals, and take movement breaks).
- A workflow management solution (use your support system, manage your time efficiently, create SMART goals).
A remote-first mindset.
Hybrid working is a lot like being friends with a vegetarian — you always need to keep them in mind when you’re making dinner plans. Embrace remote work tools, and plan every single meeting with remote employees in mind. Also, don’t forget to establish virtual touchpoints with management and mentors.
A commitment to asynchronous work.
Asynchronous work means working independently and on your own time. It simply means that an individual’s role in a task isn’t dependent on the presence or participation of anyone else.
A workflow management solution
Once your workflows are established, share them widely. Clearly defined workflows increase transparency, build alignment, and enable a remote-first approach. They tie everything together, providing a clear path to success for all employees.
If the above 3 things that your business needs to succeed at hybrid work are not sufficient, check below and read the blueprint for designing hybrid work policies.
You may also like; Define Worklife and Work-life Balance
Shifting to remote work should not be the only focus of work redesign. A policy declaring that people must work remotely, or even one saying they can work whenever and wherever they want can have issues. It can easily become pressure to work longer hours and be available 24/7—leading to burnout over time.
There are two important elements of the initiative studied by Erin L. Kelly and Phyllis Moen. The are; training managers to shift how they approached their roles and how they can help their teams to identify and reduce low-value work.
First, managers need to express support of employees’ personal lives and to clearly articulate performance goals and expectations. This help managers to focus on monitoring results rather than “face time” at the office.
Secondly, structured team discussions helped overloaded employees identify changes they could make as individuals and teams. This work redesign approach ultimately changed everyday work practices. Such as, reducing the number of meetings or the number of people required to attend them, and increasing the ability to work remotely. It also help with the identification of low-value work that teams can reduce and still hold work hours steady.
These changes improved well-being and work/life integration for employees and managers. There was an increase in job satisfaction, and the company benefited from reduced costs associated with turnover among valuable employees.
But such benefits arise only when employees feel they can choose where and when they work – not by mandating some particular mix of remote and in-office work. It is also critical that managers and coworkers respect workers’ personal and family situations. In other words, the benefits documented come not from a policy allowing remote work per se, but from gaining a sense of control and support.
No One Size Fits All
The exact mix or blend of remote and in-office work may depend on the work being done and the personal lives of the workforce, but working at home exclusively only works well for some employees and roles. However, the research shows that having some say in when, where, and how they work is highly valued by many employees, and can be good for a company’s bottom line.
The work redesign approach deployed in this study did not set up formal policies laying out how much time was expected in the office. It does not also require individuals to get permission from their managers to work from home. Instead, it encourages regular conversations about how people hoped to work and how the team could coordinate to do its best work. Thereby, setting the stage for adaptable and customized ways of working.
This is the perfect moment to launch a work redesign initiative like the one researched. This can be done by inviting teams to discuss and learn from how they adapted during the pandemic and how they struggled, and to imagine what might work well for them. Erin and Phyllis created free training resources from their study, including a facilitator’s guide to implementing this kind of work redesign program.
Erin L. Kelly is the Sloan distinguished professor of work and organization studies at the MIT Sloan School of Management. Phyllis Moen holds the McKnight endowed presidential chair in sociology at the University of Minnesota. They are the authors of Overload: How Good Jobs Went Bad and What We Can Do About It.
Emotional stress, including “stress from lack of control in the workplace or from life events,” creates susceptibility to physical illness. This was affirmed twenty years ago in a British Medical Journal article as summarized here by the U.S. National Library of Medicine.
Giving employees more control over their jobs does more than just reduce stress-related illness. It also decreases employee mortality. The key is empowering them to set their own goals, set their own schedules, prioritize their decision making and … have a voice in the goal-setting process.
Giving employees a chance to help shape the future of work will give them more skin in the game. It will deepen their connection to an organization. Finally, it gives them a sense of job ownership and control and will improve their well-being while benefiting the organization.
Self-love is the process of knowing yourself, connecting with your inner self, overcoming self-limiting beliefs, letting go of everything that doesn’t serve you, and falling in love with yourself.
Self-love helps silence the fear of rejection, our inner critic, and instead befriend it to serve us rather than taunt us. And we develop confidence in what we stand for, when we know who we are from within. With self-love, we are able to let go of self-judgment, negative thoughts, opinions, and people who are not aligned with us.
When we accept ourselves wholly for who we are, people around us also start seeing us in the same light. Likewise, when we love what we do and do what we love, we are alive and soaring in all that we do. This further draws others with positive energy to us. Ultimately, that power of love for yourself, will not only elevate your relationship with yourself, but enhance and deepen your relationship with work, family, life, and everything around you.