As a dedicated mother and someone who loves my job. I currently find time for both. Once the children are in bed, or weekends while they are busy; Or I will attend/conduct evening webinars, coaching or therapy sessions. All these things give me flexibility to work and enjoy my family.
During the recent Masters degree lecture I delivered on flexibility, we discussed how job design can enhance job flexibility and can increase employee empowerment and satisfaction, not to mention the positive effects on absence and performance.. Why restrict these positives aims as well?
As a wellbeing consultant and therapist, I would always encourage work-life balance and look at ways to reduce stress, but however well intentioned this proposal it reduces flexibility. If the organisation champions and highlights areas of employee empowerment and flexibility appropriate for both then this can increase trust and satisfaction. The strengthening of the psychological contract and productivity was the original focus of introducing job flexibility, nobody said finding the balance would be easy, but it's still worth pursuing rather than defaulting to a blanket restriction.
I would champion the organisations culture, policies and structural design encouraging the employee to identify the right work-life balance themselves and then line managers being the mechanism to ensure this works for the employee and the business. Happy employee, mean greater creativity, efficiency and satisfaction. Even better than this, happiness is infectious so customers, suppliers and stakeholders may well benefit too.
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For further information on how my blend of HR, training and therapeutic experience and qualifications can help you achieve this balance call me on 07590 540074 - if I don't pick up straight away I'm either with a client or my family, but I will call you right back!