Here's how you can prioritize work-life balance for better employee retention in the HR field.

Flexibility motivate employees and they go extra miles to complete an assignment/task effectively and efficiently. Organisation with flexi working achieved its organisational goals and objectives as staff performance improves.

Flexible working is without a doubt one of the best things you can do to promote work life balance and should absolutely be a standard practice where possible. By giving your staff even just a small amount of autonomy over how they plan their work day, and allowing them the flexibility to work around the demands of life, you are going to produce a more motivated, fulfilled and productive workforce. Additionally through flexible working you can help to empower disabled workers by seeing the value they add to the company and giving them the opportunities to contribute in a meanful way that fits around their needs.

To prioritize work-life balance for better employee retention in HR, offer flexible work schedules and remote work options, promote the use of vacation and personal days, and implement health and wellness programs. Ensure workloads are manageable and provide clear communication and support for employees' professional development and personal needs.

To prioritize work-life balance for better employee retention in HR, implement flexible hours and remote work options. Encourage regular breaks and a culture valuing personal time. Provide wellness programs and mental health support. Ensure manageable workloads and realistic expectations. Recognize and reward efforts, leading by example with your own balance. Maintain open communication to understand employees' needs and adjust policies accordingly. Promote a supportive environment where employees feel valued and their work-life balance is respected, fostering loyalty and retention.

The option to work remotely has become a cornerstone of work-life balance. It eliminates long commutes, provides a comfortable work environment, and can lead to higher productivity. By trusting your employees to manage their tasks from home, you communicate a level of respect for their time and autonomy. This trust can translate into greater employee engagement and commitment to the company, as well as a decrease in turnover rates. Remember, the opportunity to work remotely doesn't just keep current employees happy; it also makes your company more attractive to potential hires who value flexibility.

Dos puntos claves: Flexibilidad y Autonomía: Fomenta la flexibilidad y la autonomía en la gestión de tareas. Confía en que los empleados puedan cumplir con sus responsabilidades sin una supervisión constante, lo que mejora su sentido de responsabilidad y compromiso. Ya sea presencial, remoto o híbrido Realiza una Evaluación Basada en Resultados: Enfoca la evaluación del desempeño en los resultados y la productividad en lugar de las horas trabajadas. Esto refuerza la idea de que el trabajo remoto puede ser igual de efectivo que el trabajo en la oficina.

Working remotely should be more acceptable. During the pandemic, it became more accepted but there are still companies that don’t like the ability to work remotely. It gives people more time and there is nothing more precious than our time. Driving into work and losing upwards of 2-3 hours daily is such a waste. Employees can be so much more productive without the added stress of traffic and vehicle issues. Not only is it effective for employees but also employers don’t have as much overhead in office if not necessary. Employers would see more productive employees by simply offering a hybrid schedule where employees can have a much better work/life balance which is so important for the overall happiness of the employees.

Os ganhos que o trabalho remoto traz para qualidade de vida são incalculáveis, em especial para aqueles moram em grandes metrópoles como São Paulo: -Menos estresse em trânsito e transportes públicos lotados, pois muitas pessoas perdem em média de 3h a 4h por dia nos deslocamentos. - Aumento da qualidade de sono, já que não é preciso acordar com várias horas de antecedência. - Mais tempo para lazer, estudo, atividade física, entre outras atividades que podem ser realizadas com o tempo que seria perdido no deslocamento. - Mais segurança e menos exposição a assalto e violência nas ruas. O equilíbrio entre trabalho e vida e pessoal que o trabalho remoto proporciona, é um grande benefício quando se fala em retenção de talentos.

Concordo e muitas empresas já estão aderindo ao modelo híbrido. Visando qualidade de vida!👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻

There are some employees that don’t take their time and I think it’s a big mistake. It’s offered for a reason. Burnout is a real thing and can be avoided with taking the time that we need personally. Work is important but without some rest and rejuvenation, we are not able to fully focus on the tasks and to be the most productive we can be. Encouraging your employees to take their allotted time should be extremely important for any employer simply due to the fact that it will make for happier and more encouraged employees.

Vacay Time = Happy, Productive Employees! Champion vacation days! It's recharge time for your team - hobbies, loved ones, less burnout! Actively promote using those days, and managers, lead by example! Show you value personal time. Happy, well-rested employees are loyal employees who appreciate a company that prioritizes rest and relaxation. Vacation days aren't a perk, they're an investment in your most valuable asset - your people!

Como líder tú debes ser el primer ejemplo: Los líderes deben dar el ejemplo tomando sus propias vacaciones y respetando el tiempo libre de sus empleados. Esto envía un mensaje claro de que el descanso es valorado y apoyado. Además es clave animar a los empleados a planificar y tomar sus vacaciones. Recordarles periódicamente la importancia del descanso puede ser una práctica saludable.

Encourage unplugging. Advocate for regular breaks and vacations. Lead by example by taking time off yourself. Make sure workload distribution supports seamless coverage during absences.

PTO with the statement "Do whatever you want/need to go wherever you want/need to...!! No Question Asked...!!! is always possess great impact in prioritizing work-life balance for better employee retention in the HR field.

Un programa de bienestar efectivo va mucho más allá de instalar un futbolín en la oficina. - Real Apoyo a la Salud Mental Asesoramiento psicológico, talleres de manejo del estrés, sesiones de mindfulness, etc - Desafíos de Acondicionamiento Físico accesibles e inclusivos para todos - Asesoramiento Nutricional - Programas de Bienestar Holístico - Flexibilidad y Apoyo Familiar - Ambientes de Trabajo Saludables - Programas de Desconexión Digital - Incentivos para el Bienestar - Formación y Educación - Servicio de Coaching

Everyone goes to work because they want a good quality of life for them and their families. I have found out with so many companies they do not offer financial wellness programs. The reason is we were not taught how to look at money in a positive sense. In addition to all these programs currently offered I think financial education should be also be given some attention.

The sense of continue growth in form of learning, progressing and monetary always augments the sense of better work-life balance, hence resulted in better employee retention in the HR field.

Fomentar uma cultura que valorize o bem-estar dos funcionários, incentivando pausas regulares e o uso de dias de folga, demonstra que a empresa se preocupa com a saúde mental e física de sua equipe. Programas de Bem-Estar: Implementar programas que promovam a saúde e o bem-estar, como aulas de ioga, mindfulness, e sessões de aconselhamento, ajuda a manter os funcionários saudáveis e engajados.

Wellness Programs should be a part of each company culture across. Though many of us think it to be a burden. But if we look at the larger picture these programs can help people to off load things that otherwise they may not be able to. A lot of big and small players are offering customised wellness programs and even cost effective. Wellness programs being replaced by CSR is the new shift...

Comunicação Aberta: Manter canais de comunicação abertos para que os funcionários possam expressar suas preocupações e sugestões sobre o equilíbrio entre trabalho e vida pessoal ajuda a identificar e resolver problemas antes que se tornem motivo de insatisfação.

Prioritizing work-life balance for better employee retention in the HR field involves maintaining ongoing dialogue. From my experience, it's crucial to regularly engage with employees to understand their needs and concerns regarding work-life balance. By fostering an environment where open communication is encouraged, employees feel valued and supported. This ongoing dialogue allows HR professionals to identify areas for improvement and implement tailored solutions to promote work-life balance effectively.

A esto me e referido en comentarios anteriores y si. Este plan da muy buenos frutos pienso que es la mejor función en cualquier empresa. La comunicación y opinión de cada trabajador hace crecer una empresa

Programas de acompanhamento com o colaborador são sempre bem vindos👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻👏🏻

Nurture potential. Provide clear paths for advancement and skill development. Offer mentorship, training, or cross-functional opportunities. Help them envision a fulfilling future within the organization.

As long as the day's job doesnt require a client/ team interaction, work from home doesnt hurt anyone. Employees are fulfilled and at mental peace of being able to cater enough time to non- work related chores and that not only allows them to focus better on work, but also instills a sense of belonging to the organization that " Hey, they valued me, so now I value them". The organizations also got to be non- biased and treat remote employees equally and focus on creating an inclusive employee engagement and reward programs.

I think work life balance is almost outdated. Work life blend is more appropriate. This isn't about people WFH or in the office, it's about people having choice to work when and where they need to which blends their responsibility at work with any at home. Offering the right tech, office space, wellness options etc is all really important. Also being able to employee people who are not based near your HQ means a whole new talent base

To promote work life balance not only the above few points are required but most importantly downsizing leading to burnout to work extra that are not under the job role. This will create lot of anxiety, because some management in the name of cost cutting and training employees just don't fill in the necessary manpower but expecting a top level results is merely unfair. So it goes like this, 1.Manpower reduction - ( leading to) -( leading to ) increased employee deliverables - ( leading to ) extra hours of working - ( leading to ) burnout and poor work life balance ( WLB) 2.Also prioritising the job is another aspect for contributing for WLB.

As an employer don’t say you care about work life balance and then never actually allow your employees the chance to have it. As a leader you need to set the expectations. Don’t send emails at night. Don’t respond over the weekend. You can set the tone and everyone will follow.

Customize solutions. Recognize individual needs and preferences. Celebrate milestones, birthdays, or personal achievements. Build a supportive community where employees feel valued and connected.