NEWS

(PART II) Rising Above the Tide to Create Solutions that Work

By Cheryl Liew-Chng, CEO of Lifeworkz

Originally published by Employer Alliance

[Continued from Part I]

So how, exactly, can we leverage Work-Life strategies and flexibility to create a more dynamic workplace – one that engages across all of the cultures, gender and generations that we have on our teams?

Here are two more strategies

Evolve relevant work-life practices

It is vital to know what your workforce’s issues are and then design ways to roll out practices that are unique to your culture and customised to your diverse gender and generational needs. Recent research carried out by employer branding consultancy Universum noted that the top career concern of undergraduates is meeting their Work-Life needs. This is consistent with the data we have been collecting over the last three years.

But is this only for the youngest in the workforce? Not necessarily. Baby Boomers continue to want to be engaged at work, but without the intensity of full-time employment. Do you know what the diverse gender and generations are in your organisation that need to be supported in your employees’ Work-Life?

The Solution: Implement specific Work-Life support and flexibility according to the roles of the employee groups enabling them to appreciate the gesture of the management team. This can create a competitive advantage allowing your organisation to be exceptional performers.

Demonstrate Contemporary Leadership by systematically removing barriers to Work-Life flexibility so that people can once again have control, flexibility and the freedom to do truly meaningful work.

In most cases, an enlightened leadership team is needed not just to articulate the message of people being our greatest asset, but also to model the way in behavior and practices. A contemporary leader knows the diverse needs of his/her talent pool and marketplace.

Contemporary leaders ask themselves every year which top 3 barriers they should focus on and get on with the business of removing them. Eventually the tide will turn and with critical mass, a new way of work will emerge.

Do you know the top three barriers to Work-Life flexibility? How can this become your competitive advantage?

The Solution: You do not need to launch huge and expensive campaigns. Choose to do a handful of tasks and focus on a few key messages to get a new groove in the organisation.

QUICK TIPS

Empower all parties involved with the ability to navigate their Work-Life needs so that there is a tipping point and a basis for a new way of working.

Embed a culture of flexibility through join responsibility, by empowering all parties involved with the ability to navigate Work-Life issues, followed with practical action by modeling the way, particularly by leaders, paying attention to the unseen artifacts and practices that promote flexibility.

Review your measurements. Measurements provide a premise for people’s actions and behaviours. Measure performance outcomes that are purpose driven combined with giving autonomy and mastery opportunities to the workforce. This will aid in creating a Results Only Work Environment.

Evolving a contemporary workplace that leverages on diversity and embraces inclusiveness is the goal. Let Work-Life strategies take the forefront in enabling individuals to navigate their Work-Life and ultimately create a work[place that is dynamic, innovative and productive.

That is the new model for Work-Life effectiveness and true job satisfaction for all parties involved.

This is how corporate leaders set the pace for industries – and for their employees.

Click this link for Part 1 of the article.

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