In the age-old struggle to “have it all,” many of us try to squeeze extra hours out of each day in order to accommodate all of our work and family responsibilities. In the past this discussion has revolved around female workers, those who juggle full-time work, parental duties, and the domestic chores of the “second shift.” However, as the nature of work changes – becoming more precarious at the same time more demanding – this struggle for work-life balance extends to workers of all genders, ages, and social classes.
The root problem, of course, isn’t that employees have family or personal commitments. The root problem is the rigid conventions of work that assume work must occur at certain times and places and that mistakenly gauge productivity by the number of hours spent at work.
Kelly and Moen research flexible working policies that can dramatically shift the very nature of work in order for this balance to be more attainable. They have found that the most effective flexible policies are those that are available to all workers, rather than perhaps mothers or specific individuals and that are collectively implemented with both employees and managers sharing control.
To move beyond decades of discussing work-life balance to meaningful change, employers need to shift from one-off accommodations. It’s time to make working efficiently, creatively, sustainably and flexibly the new norm.
These policies, such as remote work and varied hours, benefit organizations as well as employees. With these flexible policies, employees are not only more healthy and less stressed but also are more likely to work hard to keep their jobs.