Here is some background and other interesting information, on the much in demand (and often elusive) subject of Work Life Balance.
Firstly, what is Work Life Balance?
Work-life balance is rooted in our need to strike a healthy balance between our desires to participate fully in the labour market while giving the best of ourselves to our loved ones, in essence, between our job and personal responsibilities. The concept of the quality of work-life can be viewed as ‘the degree to which members of a work organisation are able to satisfy important personal needs through their experiences in the organisation.’ The notion of work-life acknowledges the fact that all employees (inclusive of managers) have to balance between their work and own personal lives, regardless whether they have family responsibilities. Aside from family responsibilities, an employee may require some personal time for other matters such as socialising and studies. Hence, a fundamental problem facing growing numbers of individuals is how to balance their growing work and non-work demands.
Why is Work Life Balance Important?
For Singapore specifically, changing demographics such as the rise in dual income families and other social and economic trends such as an increase in female workforce participation rate, longer working hours, an ageing population (i.e. which lead to an ageing workforce) and falling birth rates are the main reasons why work life balance is being given more prominence. Work-life strategy in Singapore is still in its nascent stage despite the fact that the Government has been actively promoting it over the past few years. One of the main factors behind this drive lies with the fact that as Singapore develop into a knowledge-based economy, the notion that people are the organisation’s primary asset will be further entrenched. Under a knowledge-based economy, the attraction and retention of a mobile and educated workforce is fast becoming a challenge to many employers.
What are the different types of Work Life Balance programs and practices?
Employee Support Schemes
- Time-Saving Services/Facilities
- Social Activities for Singles
- On-Site Childcare Centre
- Medical/Insurance Coverage for Family
- Health and Wellness Programmes
- Gift for Marriage/Birth
- Financial Assistance Schemes
- Family Relocation/Orientation
- Family Life Ambassador/Education
- Family/Lactation Room
- Family Information and Referral Services
- Elder Care Arrangements/Subsidies
- Counselling Services
- Child Care Arrangements/Subsidies
- Activities Including Family Members
Family Friendly Infrastructure
- Regular Review of Work-Life Plan
- Planning for Staff Work-Life Balance
- Staff Feedback on Work-Life
- Supervisors Trained on Work-Life
- Designated Work-Life Officer/Team
- Work-Life Balance as Core Value
- Family Friendly Culture
- Equitable Human Resource Management Practices and Policies
Flexible Work Arrangements
- Telecommuting
- Permanent Part-Time
- Job Sharing
- Flexible Start/End Time
- Compressed Work Week
Leave Benefits
- Study/Exam Leave
- Renewal Leave/Sabbatical
- Paternity Leave
- Marriage Leave
- Family Care Leave
- Emergency Leave/Time-Off
- Bereavement Leave
Views & Surveys on Work Life Balance in Singapore
In this video from TEDx, Nigel Marsh says work life balance is too important to be left in the hands of your employer. He lays out an ideal day balanced between family time, personal time and productivity — and offers some stirring encouragement to make it happen.
Hays Singapore conducted a survey on work life balance in Singapore, where they asked people if work life balance is really attainable. 42.53 percent of Singaporeans thought it is but said a flexible employer is key. A further 36.02 percent said work/life balance is attainable, but that it is up to them to make it work. 21.46 percent felt work/life balance is not attainable. Chris Mead, General Manager at Hays Singapore, mentioned that - “The most common work/life balance approaches compressed working weeks and part-time work. Job sharing and working from home are also becoming more common. The employers we speak to that have practical and flexible working options in place often say productivity has increased and staff retention and loyalty have improved because their employees’ work/life balance is better. Employers that offer flexible working options to support their employees also gain a good reputation in their industry. Simple, flexible working options can make the difference between keeping and losing staff at a critical time, when the best employees are needed to drive recovery.
The key is to make available the flexible working options most sought after by employees. A one-size fits-all approach will not work. That’s why over one third of our survey respondents said work/life balance is only attainable if they make it work. It’s important for employers to speak to their staff about the options that will allow them to achieve the desired work/life balance.
If you are feeling overwhelmed, you should first determine what you need to achieve a work/life balance. Then research what policies are in place and try to find examples where they have been successfully applied. Then find a time to talk with your manager about your work arrangements.
It is an investment but it’s worth the effort for both individuals and employers.”
Individuals who maintain a work/life balance:
• feel more fulfilment and are usually happier working for an employer that supports their right to make choices between work and home life
• are less stressed and as a result are usually healthier, both physically and mentally
• are more likely to feel in control of their life because they have choices as opposed to feeling as if they are being forced to sacrifice work or other priorities
Employers that offer a work/life balance:
• often say productivity has increased
• retain and attract high quality staff
• have higher levels of staff loyalty
• gain a good reputation in their industry
• will usually have lower employment costs associated to absenteeism
According to the Ministry of Manpower’s (MOM) Conditions of Employment Survey, 35 percent of companies offered at least one form of work-life arrangement to their employees in 2010, up from 25 percent in 2007. Part-time work was the most common, with close to three in 10 (29 percent) companies offering this arrangement in 2010. Staggered hours arrangements saw only 6.5 percent, together with flexi-time (6.3 percent), teleworking (2.8 percent), and working from home (1.9 percent).
In addition, it has been found that besides the statutory leave benefits, many employers provided other leave benefits like compassionate, marriage and paternity leave. The survey has revealed that in 2010 10 percent of employees enjoyed over 21 days of annual leave, up from 9.1 percent in 2008 and 8.5 percent in 2006. But about six in 10 employees (59 percent) were entitled to less than 15 days of paid annual leave in 2010, similar to that in 2008 and 2006.
My own experience with work life balance
When working in investment banking, equity research and consulting, I found that it was not possible to maintain a healthy work life balance and to perform well at the same time. Things were different in commercial banking though. People worked hard and many kept long hours. I did too initially. However, once I settled into the role/industry/company I could achieve a very healthy balance. It was really a matter of me making the choice to do so, deciding what exactly ideal work life balance would look like for me and then making sure I followed through everyday
Sources & References: Hays, MOM, TEDx, Workfamily.com; Topics: Work Life Balance