Category Archives: work/life balance

On Workaholics and the New Year

I thought it a bit ironic that I chose to take a moment to work from home while on vacation today only to come across this Career Builder survey on signs of being a workaholic. Although the findings appear alarming at first, the only truly significant number I can see is the 51 percent of 3,100 employees polled who’ve had more work piled on them this year. Significant, but not surprising.

Still, 24 percent of people at home or out socially are still thinking about work. That means about one in every four people I’ve seen in the mall, post office, traffic (with trees tied to their roofs), on ladders hanging lights from windows and gutters, etc., etc., isn’t really connected to the holiday he or she appears to be enjoying. That’s kind of sad. Then again, that leaves 76 percent who must have perfected the art of leaving everything at the office. So, there’s a hopeful sign that our society is that maladjusted.

The release isn’t directed at HR professionals, but it might offer some insight into the dangers of letting workers obsess over work without stepping in and addressing it. It also lists some tips for establishing and maintaining a better balance between life and work that you might share with them when the new year begins.

As Rosemary Haefner, vice president of human resources at CareerBuilder, puts it: “While a strong work ethic is valued, a lack of balance with … personal life can ultimately work against [employees] in the long run.” She recommends that, as the year wraps up, workers take inventory of their personal time and figure out where they “need to make adjustments in 2011.”

Maybe employers can lend a bigger hand with that going forward.

Research on Work and Family Issues

Interested in work/family issues? Seems like most people are — from both a personal and professional standpoint.

I recently attended a Focus on Workplace Flexibility conference that offered some studies pinpointing various issues affecting the integration of work and life.

I highlight some of those new academic studies in my write-up of the conference (here). These studies ranged from barriers that prevent women from remining in the science pipeline to the way blue-collar workers will find ways to create their own flexibility when their employers are inflexible. From the way working mothers give up leisure time and sleep to meet the demands of children and jobs to the extreme work/family issues affecting military families. (See all of the papers from the conference here.)

The Alfred P. Sloan Foundation, which funded these studies, has for years also funded the Work and Family Researchers Network, which has been at Boston College since 1997. That funding of the Network, however, is ending, and it is now both moving to the University of Pennsylvania and is becoming a membership organization.

Anyone interested in work/family research can become a dues-paying general member for $100 a year. Seems like a membership many HR leaders should consider. See here for more information.

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* Checking in With the Next Generation

Peter Cappelli ‘s latest Talent Management column looks at Wharton’s annual mid-term exam, which explores students’ view of their last job and the way they were managed. In most cases, management was lacking. Feedback was limited or nonexistent, and bonuses — instead of resulting in engagement and motivation — often prompted these high-potential candidates to quit or slack off. 

* Time to Re-Engage

Top businesses for HR practices — according to an exclusive recalibration of Fortune’s “Most Admired Companies” list — are taking employee engagement very seriously in this economy. (A PDF of the Top 50 Companies is here.)

E-Learning Still Trending Up

Companies continue to adopt technology-based training for employees as expenditures in training and development decreased overall last year. At the same time, the expenditure per employee actually remained stable, because the workforce was smaller.

 * Pinpointing Leadership Qualities

Social networking is changing the way HR leaders think of legal risks and recruiting opportunities, writes Susan R. Meisinger in her latest HR Leadership column. It also should make them think about the way they select high-potential candidates for leadership-development programs.

* Talking up Flexibility

Work/life balance is drawing more attention from the White House and other policymakers as research continues to show that the issue has an impact on the decisions of working families. A recent conference brought together representatives from the administration, military, academia and corporate America to attempt to drive the discussion onward.

Jump in Job-Security Fears Impacting Holiday Stress

Some 68 percent of employees report having high levels of stress at work, with extreme fatigue and out-of-control feelings, according to the latest StressPulse survey by Chicago-based ComPsych Corp., a leading global employee-assistance provider. That represents a jump from 65 percent in 2009.

Although a much lower percentage, the biggest jump in the survey of employees from more than 1,000 ComPsych client companies, 20 percent, cite lack of job security as their primary cause of stress, up from 10 percent in 2009. The survey was conducted from Oct. 15 to Nov. 12.

“As the holiday shopping season begins [on Friday, officially], employees are trying to balance the urge to spend with the worry that they will retain their job,” says Dr. Richard A. Chaifetz, chairman and CEO of ComPsych.

“We increasingly get calls from employees who are struggling to manage their daily expenses,” he says. “On top of that, they are now faced with gift-giving costs.”

His company and other EAP providers now provide financial coaching along with psycholgical counseling, Chaifetz says. Not only should employers be on the lookout for signs of acute anxiety and changes in behavior, but they should also be reminding all workers that their EAPs are there, especially in this season, to “help individuals set and stick to a budget, as well as get counsiling to keep stress levels in check,” he says.

The next highest jumps in the survey were employees who say they lose more than an hour a day due to personal tasks, from 10 percent in 2009 to 19 percent in 2010 (trying to fend off creditors, perhaps?) and those who say they come to work one to four days per year when they’re too stressed to be effective, from 58 percent in 2009 to 64 percent in 2010.

Granted, none of this is all that surprising in this economy, but just in case you were wondering how worried employees appear to be heading into December — and about what, primarily — I thought I’d share.

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Enough with the Generation Studies!

Peter Cappelli’s new column on the entire industry that has grown around the concept that differences exhibited by the younger generations are long-lasting and important for employers to understand and accommodate. But what if the younger generation today is similar in most respects to the younger generations of past years? 

Despite Recession, Labor Shortage Looms

Career interest from high-schoolers graduating this year is much lower than the projected job openings in the five fastest-growing industries for 2018. But how can companies even address a potential labor shortage when unemployment is currently so high?

Reassessing Work/Life Balance

As a result of the recession, employees are re-evaluating what work really means to them, according to new academic research, and the results aren’t pretty. But therein lies an opportunity for HR to step up and make a difference, experts say.

Defining the Employee Relationship Chain

This article by Ed Cohen and Priscilla Nelson addresses the three stages of a successful employee relationship — which converts to strong retention. The relationship begins with onboarding and evolves into alignment with the organization and recognition for his or her contributions. The final stage, which often is not achieved, is when the employee views the organization and its leaders as trusted advisers.

Lattice vs. Ladder

Some companies are finding retention and engagement benefits in encouraging employees to consider lateral career moves as new paths to success.