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Work-Life-Balance

Wer ist für den Schutz der Work-Life-Balance verantwortlich? Es kommt darauf an, wen Sie fragen. Die Ansichten darüber, ob Arbeitgeber oder Unternehmen für die Durchsetzung der Work-Life-Balance verantwortlich sind, hängen oft vom Alter ab. Aber gesunde Grenzen sind ohne Arbeitgeberbindung nicht möglich.

In den letzten beiden pandemiereichen Jahren ist die Trennung zwischen Arbeit und Leben weniger klar geworden, insbesondere für diejenigen, die im Homeoffice arbeiten. Das Versäumnis, gesunde Grenzen zu setzen und durchzusetzen, kann bei Mitarbeitern zu Burnout führen und Arbeitgebern Personalprobleme bereiten. Wer sollte also dafür verantwortlich sein, diese Grenze zu ziehen, und was ist der beste Weg, um sicherzustellen, dass die Mitarbeiter ihre beste Arbeit leisten können, ohne auszubrennen?

Wer ist verantwortlich?

Laut einer kürzlich von TRUCE Software durchgeführten Umfrage glauben 43 % der Mitarbeiter, dass die Verantwortung direkt bei ihnen liegt, aber die Studie stellte auch einen bemerkenswerten Meinungsunterschied zwischen den Generationen fest. Während eine Mehrheit der Arbeitnehmer über 45 glaubt, dass es ihre persönliche Verantwortung ist, diese Grenzen zu setzen und durchzusetzen, wird diese Ansicht nur von 42 % der unter 45-Jährigen geteilt.

Joe Boyle, CEO von TRUCE Software, sagt, dass diejenigen, die ihre Karriere in einer Zeit begannen, als es eine bewusste Entscheidung war, Arbeit nach Hause zu bringen, sich daran gewöhnt haben, diese Kluft selbst zu etablieren und durchzusetzen. Auf der anderen Seite erwarten diejenigen, die in einer Zeit zu arbeiten begannen, in der sie rund um die Uhr per E-Mail, Slack, Zoom oder einer Reihe anderer Arbeitsplatz-Tools erreichbar waren, normalerweise, dass ihr Arbeitgeber eine starke Kluft zwischen Beruf und Privatleben unterstützt und vorlebt.

„Ich bin ein bisschen älter, ein bisschen grau, und ich habe eher das Gefühl, dass es in meiner Verantwortung liegt, das Gleichgewicht aller Aspekte meines Lebens aufrechtzuerhalten“, sagt er. „[Aber] ich denke, dass die jüngeren Generationen Recht haben. . . . Es ist gut, dass jüngere Generationen weiterhin eine positive Entwicklung in den Unternehmen beeinflussen, damit diese verantwortungsvoller und nachhaltiger denken und handeln.“

Die Auswirkungen der Technologie

Der Übergang zu weit verbreiteter Fernarbeit machte es unmöglich, Probleme im Zusammenhang mit der Work-Life-Balance zu ignorieren, aber Boyle sagt, dass diese Grenzen bereits vor COVID-19 zu verschwimmen begannen, was zum großen Teil auf die Technologie zurückzuführen war.

TRUCE bietet Software, die so programmiert werden kann, dass sie den Zugriff auf nicht arbeitsbezogene Anwendungen einschränkt, wenn sich ein mobiles Gerät auf dem Firmengelände befindet, und arbeitsbezogene Anwendungen entfernt, sobald sie „ausgestempelt“ sind.

„Die Konsumerisierung von [persönlichen] Geräten und Arbeitern, die sie an den Arbeitsplatz bringen, hat diese sehr starke Überschneidung zwischen Arbeitsleben und Privatleben geschaffen, die es vorher nie gegeben hat“, sagt er. „Es hat eine Umgebung geschaffen, in der man sich nicht [aktiv dafür entscheiden muss], Arbeit mit nach Hause zu bringen; Die Arbeit begleitet dich, wohin du auch gehst.“

Boyle fügt hinzu, dass sobald diese Grenzen überschritten und neue Erwartungen gesetzt werden, sie oft nicht zurückgehen. „Vor langer Zeit haben wir die technologischen Grenzen zwischen Leben und Arbeit verschoben, und dann sind wir in die Pandemie gegangen und haben die physischen Barrieren zwischen Leben und Arbeit beseitigt. An diesem Punkt ist die einzige Trennwand, die für die meisten Menschen zwischen ihrem Arbeitsleben und ihrem Privatleben besteht, ein Schalter, der in ihrem Kopf umgelegt wird“, sagt er. „Die Technik wird sich weiterentwickeln, sie wird unser Leben immer mehr durchdringen.“

Führungskräfte sollten sich bemühen, nachhaltige Praktiken zu modellieren, um sicherzustellen, dass sich die Arbeitnehmer frei nehmen und sich nicht zu jeder Tageszeit an ihre Arbeit gebunden fühlen.

Eine gemeinsame Verantwortung

Die Festlegung von Work-Life-Grenzen ist weder ausschließlich eine Frage der Unternehmenspolitik noch der persönlichen Verantwortung, sondern sollte eine gemeinsame Verpflichtung von Arbeitnehmern und Arbeitgebern sein, argumentiert Deniece Maston, Wissensberaterin der Society for Human Resource Management.

Sofern Unternehmen keine Richtlinien einführen und sich zu diesen verpflichten, die sicherstellen, dass die Mitarbeiter sich sicher fühlen, außerhalb der Arbeitszeit wirklich „frei“ zu sein, müssen sich die Mitarbeiter oft entscheiden, ob und wie sie ihre eigenen Grenzen festlegen.  Das könnte einerseits ihren Ruf beeinträchtigen oder andererseits der Arbeit gestatten, immer präsent zu sein. Anstatt zwischen zwei unerwünschten Optionen zu wählen, sollten Mitarbeiter laut Maston einen ehrlichen Dialog mit ihren Vorgesetzten über ihre persönlichen Bedürfnisse und Verantwortlichkeiten führen.

„Es erfordert kontinuierliche Anstrengungen sowohl des Arbeitnehmers als auch des Arbeitgebers“, sagt sie. „Arbeitgeber können Richtlinien festlegen, sie können tatsächlich mit gutem Beispiel vorangehen, wenn sie diese Work-Life-Balance schaffen. Dann wird es diese ehrliche und offene Kommunikation zwischen Mitarbeitern und Arbeitgebern geben können, um um diese Work-Life-Balance zu schaffen. ”

Maston sagt, dass viele Organisationen in Stellenausschreibungen mit ihren Richtlinien zur Vereinbarkeit von Beruf und Privatleben prahlen, aber die Festlegung von Richtlinien, die diese Trennung fördern – wie das Verbot der Kommunikation nach Feierabend oder die Ermutigung der Mitarbeiter, sich eine Auszeit zu nehmen – ist nur dann effektiv, wenn sie befolgt werden.

„Dieses Verhalten müssen auch Manager zeigen“, sagt sie. „Also nicht diese E-Mails nach Feierabend zu versenden und eine Antwort zu erwarten, den Leuten nach den Meetings Zeit zu geben, sich zusammenzufinden, bevor sie wieder arbeiten. Diese Art von Beispiel zu geben, ist wirklich das, wonach Mitarbeiter suchen.“

fastcompany.com

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