Balancing work with life in 2013 by Toronto Training and HR April 2013
Work life balance April 2013
May 16, 2015
Half day open training event on work-life balance held in Toronto, Canada.
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Balancing work with life in 2013
by Toronto Training and HR
April 2013
Contents3-4 Introduction to Toronto Training and HR5-6 Definition7-8 Models of work-life balance9-10 Types of initiatives11-12 Strategies for balance13-14 Re-thinking work-life balance15-16 Drill17-18 Concerns for employers19-20 Problems21-22 Comments23-25 Attitudes26-29 Flexible working30-34 Compressed work schedules35-36 Software developers in Thailand37-38 Presenteeism39-40 Work-life flow41-42 Eldercare43-44 Vacations45-46 Dual-career couples in the petroleum industry47-48 What can employers do? 49 Case studies50-51 Conclusion and questions
Page 3
Introduction
Page 4
Introduction to Toronto Training and HR
• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden
• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and
HR are:• Training event design• Training event delivery• Reducing costs, saving time plus
improving employee engagement and morale
• Services for job seekers
Page 5
Definition
Page 6
Definition• What is work-life balance?• Features• Components• Legs
Page 7
Models of work-life balance
Page 8
Models of work-life balance• Segmentation• Spillover • Compensation • Instrumental • Conflict
Page 9
Types of initiatives
Types of initiatives• Flexible work options• Specialized leave policies• Dependant-care benefits
Page 10
Page 11
Strategies for balance
Strategies for balance• Time is overrated• Night owls and early birds• Shifting focus• Slacker’s delight• TwoFers• Daily rituals• Negotiating wisely• Long weekends• Unplug
Page 12
Page 13
Rethinking work-life balance
Re-thinking work-life balance• The wish-list• Questions• Small steps
• Taking ownership
Page 14
Page 15
Drill
Page 16
Drill
Page 17
Concerns for employers
Concerns for employers• Growth and profits• Complete involvement
and services to the customers
• Competitive advantage• Solution to healthcare
costs
Page 18
Page 19
Problems
Problems• Organizational• Work-life interface• Personal and family
Page 20
Page 21
Comments
Comments• Organization• Immediate manager• General
Page 22
Page 23
Attitudes
Attitudes 1 of 2WORK-LIFE BALANCE• It is not the employer’s
responsibility to help people balance their work and family life
• Having more choice in working arrangements improves workplace morale
Page 24
Attitudes 2 of 2FLEXIBLE WORKING• It is not the employer’s
responsibility to help people balance their work and family life
• Having more choice in working arrangements improves workplace morale
Page 25
Page 26
Flexible working
Flexible working 1 of 3• Flexi-time• Part-time• Staggered hours• Compressed work weeks• Job sharing• Term-time working• Teleworking• Career breaks • Parental leave• Dependant care leave
Page 28
Flexible working 2 of 3• Right to request• Availability• Take-up• Importance• Consequences
Page 29
Flexible working 3 of 3• Positive consequences• Negative consequences
• Reasons for not making a request
• Audits and checklists
Page 30
Compressed work schedules
Compressed work schedules 1 of 4
• Benefits to the employees• Benefits to the
organization• Benefits to clients or
customers• Benefits to broad society
Page 31
Compressed work schedules 2 of 4
• Internal stakeholders• External stakeholders
Page 32
Compressed work schedules 3 of 4
PERCEPTIONS• Employee satisfaction• Employer satisfaction• Interfacing
Page 33
Compressed work schedules 4 of 4
DECISION-MAKING PROCESS• Identify the people
involved• Think about the purpose
for a change• Process should be
participatory, flexible and fair
• Consider perceptions of key stakeholders
• Develop, track and assess performance measures
Page 34
Page 35
Software developers in Thailand
Software developers in Thailand• Background• Questions asked• Three distinct attitudes• Leave or stay?
Page 36
Page 37
Presenteeism
Presenteeism• Definition• Types of worker• Explore and address the
effects of the organization’s culture
• The line manager’s role• Maintaining a focus on
employee wellbeing
Page 38
Page 39
Work-life flow
Work-life flow• Definition• Why is it important?• Mindset• Time management• Managing your workplace
and home environment
Page 40
Page 41
Eldercare
Eldercare• Absenteeism• Presenteeism
Page 42
Page 43
Vacations
Vacations• Reasons to take your
vacation on time every time
• Tips for doing your vacation right
Page 44
Page 45
Dual-career couples in the petroleum industry
Dual-career couples in the petroleum industry
CHALLENGES• Relocation• Rearing a child
• Policies to be reviewed
Page 46
Page 47
What can employers do?
What can employers do?• Increasing the number of
supportive managers within the organization
• Providing flexibility around work
• Increasing employees' sense of control
• Focussing on creating a more supportive work environment
Page 48
Page 49
Case studies
Page 50
Conclusion and questions
Page 51
Conclusion and questions
• Summary• Videos• Questions
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