Many employers have a false perception that implementing work-life policies will translate into profits overnight. But that’s not how it works, warns Ellen Ernst Kossek, author of CEO of Me: Creating a Life that Works in the Flexible Job Age and Director of the Center for Leadership Excellence at the Krannert School of Management at Purdue University.
You have to be in it for the long haul, commit to reinventing the workplace and support supervisors who may need training on how to make it work, she advises. Small work-life changes, she continued, can lead to increases in employee health, reductions in turnover, a higher caliber application pool, and a higher likelihood employees will follow safety procedures.
She suggests looking at it as a “triple bottom line” where employers measure the well-being of employees, the well-being of customers and the well-being of profits.
Families and Work Institute sat down for a video interview with Kossek to get her take on the little work-life steps employers can take to promote employee well being:
The video is part of the Institute’s work-life visionary series, an initiative to help promote more effective and flexible workplaces.
Families and Work Institute also partners with the Society for Human Resource Management (SHRM) to promote effective workplaces through the When Work Works Award. If you’re a top employer and want the world to know, or are trying to become a better place to work and want some feedback on how to make your workplace better, apply for the Award here.