Standard of Living versus Quality of Life
Smart leaders and successful organisations understand that it is unsustainable to keep asking for more from their team members. It does not serve them well in the quest to secure happy, engaged, productive or balanced people who do more with less. It is equally as important to recognise that there has been a shift in recent years away from status and position towards a better lifestyle.
Leaders who offer talented people a balanced work life, which in turn enables them to give time to all areas of their life, stand alone in having the most engaged, productive people in their team who rave about them to everyone.
The secondary benefit is that it attracts more talented people who want to join your team.
Do you have people in your team who seem to have lost the enthusiasm and drive they once had?
The original impetus for working longer and harder was the increased opportunity for higher salaries which could be used to have a higher standard of living. The reality is that a big fat bank account is not much use if you do not have the time or energy to enjoy the lifestyle it can “buy”. The other alternative choice is to work flat out and wait until retirement to enjoy your life. The challenge with that approach is that by then they may only know how to work and have forgotten how to live!
25% of people would happily take a pay reduction in exchange for a better life balance.
As a husband, father and successful business owner (who has just reopened the office after a relaxing week off), I can testify to the greater level of clarity and energy that comes from building my life in balance. Setting non-negotiables and building my business around them has served me far better than the 90 hour weeks that produced a great income but not an enjoyable lifestyle.
As with each of the key engagement drivers, communication with your people is they key. Lifestyle Balance is an individual thing. Some people can run hard all day if they get to exercise at lunchtime, others can give their best all week in exchange for having their weekend for themselves. The only way you can find out what works for your team is to sit down and ask them how this motivational driver can best work in your relationship, creating a win-win.
So what can you do to promote balance in your organisation?
Creating a culture starts with the leader. When you embody lifestyle balance, this sends a strong message to the rest of the team that success does not have to come at the cost of life balance. You could start lifestyle balance programs for your senior leaders, demonstrating the importance and overall organisational benefits. Once you have them on board, the rest is so much easier. Thinking outside the square, not just doing things the way they have always been done, is the key to engaging your people.
The bottom line is simple, if lifestyle balance is a key motivational driver for your people, help them get it or someone else will
Have an outrageously balanced week. You deserve it!
The People Builder