{"id":2352,"date":"2019-05-18T22:10:25","date_gmt":"2019-05-18T22:10:25","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=2352"},"modified":"2019-05-18T22:10:25","modified_gmt":"2019-05-18T22:10:25","slug":"corporate-health-management-how-to-support-your-peoples-work-life-balance","status":"publish","type":"post","link":"https:\/\/hr4free.com\/en\/corporate-health-management-how-to-support-your-peoples-work-life-balance\/","title":{"rendered":"Corporate Health Management: How to Support Your People\u2019s Work-Life Balance"},"content":{"rendered":"

As we have seen in the article\u00a0“Introduction to Corporate Health Management”<\/a><\/strong>, managing and improving the management\u2019s health is one of the cornerstones of corporate management. Indeed,\u00a0the quality of the organization\u2019s strategic vision is strongly related to the health of its decision-makers\u00a0<\/strong>and has an impact on the work atmosphere of the whole company.<\/p>\n

The aim of this approach \u2013 which cannot exclusively deal with single individuals or the organization taken as a whole \u2013 consists in\u00a0helping managers find a clear and coherent balance between their professional and private lives\u00a0<\/strong>(notion of “work-life balance”), so they may have a fulfilling life.<\/p>\n

Here are a few\u00a0non-therapeutic elements\u00a0<\/em>that may contribute to improving the health of the company\u2019s employees. The main axis consists in redefining the way people relate to 1) the organization, 2) their workplace and 3) their self-management.<\/p>\n

1. Health improvement thanks to an organizational approach<\/em><\/p>\n

The point here is to contribute to the integration of the human factor within the company, with the aim of fostering their adhesion to the organizational environment. This may be achieved by:<\/p>\n

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  1. Implementing a transparent strategy:<\/strong>\u00a0by playing the game of transparency, the Board can encourage managers to contribute to the organization\u2019s strategy by showing what role they can play in it.<\/li>\n
  2. Developing a unified corporate structure that matches organizational structures:<\/strong>\u00a0corporate culture is the fertile earth that allows the company\u2019s human factor to grow. Indeed, a culture that suits the employees can significantly contribute to their well-being.\u00a0Moreover, each culture corresponds to a certain organizational structure, which implies that a change in structures should also lead to a reorientation of the existing culture<\/u>.<\/u>\u00a0This is an important point, as reengineering processes and mergers often favor the appearance of a multitude of micro-cultures, thus increasing the risk of clannishness.<\/li>\n
  3. Adopting an attitude of vigilant tolerance:<\/strong>\u00a0although all individuals need a certain amount of time to adapt when changes are implemented, it is also necessary for them to send some signals that improvements are taking place. Moreover, any attitude of inertia should be promptly addressed.<\/li>\n<\/ol>\n

    2. Health improvement thanks to a workplace-based approach<\/em><\/p>\n

    Disorganization and the lack of a clear vision represent significant causes of stress.\u00a0<\/strong>The attribution of projects and responsibilities to the different managers should thus be made in the clearest way possible, so that they may themselves duplicate this approach with their own people.<\/p>\n

    In practice,\u00a0we often observe that quantitative goals of a technical nature are often set, while qualitative and human-related goals are often left aside<\/strong>. In this case, managers lack a global vision as to what impact their work has on their partners. This is particularly true for managers who evolve in a\u00a0matrix\u00a0<\/em>and\/or\u00a0workflows-oriented organization<\/em>. Moreover, many of the difficulties managers are confronted to nowadays are related to the realism of the goals that are set to them and to the resources and tools available.<\/p>\n

    Also note that the redesign of a project or a modification of job specifications can set new requirements in terms of technical and behavioral skills.\u00a0<\/strong>It is then absolutely necessary for the management to offer relevant continuous learning programs.<\/p>\n

    3. Health improvement thanks to a self-management approach<\/em><\/p>\n

    Finally, it is possible to contribute to one\u2019s own health and well-being through self-management. This approach may be separated into 3 parts:<\/p>\n

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    1. Developing a better self-knowledge:<\/strong><\/em>\u00a0this is a continuous process that may be apprehended through the knowledge of one\u2019s physical, technical (know-how) and behavioral skills and which consists in progressively getting acquainted with one\u2019s own identity and in developing a deeper\u00a0rooting in life<\/em>. It is this rooting that will allow managers to stand fast amidst the upheavals that are taking place in their professional environment. It also mitigates the impact of their\u00a0emotions<\/em>\u00a0and worries, as well as of the burden of\u00a0responsibilities<\/em>, which allows them to strengthen their autonomy, creativity and intuition.<\/li>\n
    2. Finding one\u2019s work-life balance:<\/strong><\/em>\u00a0the three main components of a\u00a0work-life balance (illustration)<\/a><\/strong>\u00a0\u2013 professional life, social life and private life \u2013 combine in a unique way for each manager.\u00a0While some managers may work 60 hours a week and enjoy it, others can feel uncomfortable with a 45-hour workweek<\/u>\u00a0which is already undermining their private or associative lives.<\/li>\n
    3. Clarifying one\u2019s personal definition of professional success:<\/strong>\u00a0<\/em>It is important for managers to step out of the predetermined\u00a0schemas of professional success<\/em>\u00a0that are promoted by their organization and\/or private environment. They need to find their own\u00a0career orientation\u00a0<\/em>based on the knowledge they have of themselves and of their personal interests. It is indeed important to underline the fact that\u00a0professional success is, in the first place, a personal matter<\/u>. Indeed, the way we measure professional\u00a0success evolves over a lifetime and varies from one person to the other. Moreover, such indicators should include such notions as\u00a0well-being\u00a0<\/em>and\u00a0health<\/em>, so that we may, one day, enjoy our retirement!<\/li>\n<\/ol>\n

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