WORKTIME PRO PROFESSIONAL

While some countries have passed legislation giving workers the 'right to disconnect', it is surely better for all concerned if this trust is built into the relationship between managers and their teams so that the boundaries between the professional and personal lives of workers are not unduly blurred.TRACKING WORK SHIFTS HAS NEVER BEEN EASIER. 'Strict policies that stifle flexible working can deter women and those from disadvantaged backgrounds from entering and maintaining a career of their choice.' 'In an increasingly global world, it’s important that managers recognize the need for balancing personal and professional lives,' says Sheila Flavell CBE, COO, FDM Group. Research from Swinburne highlights the importance of adapting managerial practices to make the most of remote working while also making it work for employees themselves. 'Given the evidence that remote work can bring benefits to workers and to employers, but only when work from home is bounded and not extended, an important next step is to determine how new labor standards and management practices may help guard against extension work-from-home,' the researchers explain. However, well-being is 5% higher for women whose work from home is limited to their regular workday, as compared to women with similar characteristics who do not work from home. Specifically, psychological well-being is 11% lower for women who do 'extension work-from-home' compared to women with similar characteristics who do not work from home. Furthermore, their research suggests that 'extension work-from-home' has a more negative impact on women's well-being and work-family conflict. In contrast, 'replacement work-from-home' leads to greater engagement and does not result in more conflict between work and family or higher turnover. Using data from a survey of 7,857 employees at 814 German establishments, the authors found that 'extension work-from-home' is linked to lower psychological well-being, higher intentions to leave the company, and more conflict between work and family. The researchers examine the difference between working from home during regular work hours (referred to as 'replacement work-from-home') and working from home outside of those hours (referred to as 'extension work-from-home'). Preventing our work-life boundaries from eroding entirely remains a challenge, however, which is why a recent study from Cornell University's School of Industrial and Labor Relations advocates for a clear work schedule to be agreed upon with one's manager, and no work to take place outside of those contracted hours. This is especially important for women, as research has shown that they are more likely to be interrupted when working from home than men are.

They believe that taking regular breaks is crucial, not least as they help people to buffer the negative consequences of the various unintentional interruptions that litter our day. The researchers worked with around 400 couples to examine how they managed remote working, particularly in terms of striking a balance between personal and professional lives. Research from Baylor University examines how a better balance can be struck when working remotely. As with much in life, the researchers believe that a problem shared is a problem halved, and having a discussion about work-life balance with employees can help managers get more out of their team because they can co-create solutions to the inevitable challenges that are presented during this unprecedented time.

Worktime pro