{"id":3690,"date":"2013-08-30T04:28:45","date_gmt":"2013-08-30T10:28:45","guid":{"rendered":"http:\/\/corevalues.com\/?p=3690"},"modified":"2013-08-30T04:28:45","modified_gmt":"2013-08-30T10:28:45","slug":"rising-work-life-balance-concerns-tied-to-employee-turnover","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2013\/08\/30\/rising-work-life-balance-concerns-tied-to-employee-turnover\/","title":{"rendered":"Rising Work-Life Balance Concerns Tied to Employee Turnover"},"content":{"rendered":"

\"book<\/a>It makes sense to talk about labor as we go into the Labor Day Weekend.\u00a0 So when we think of the achievements of the labor movement, employee turnover is one of the concerns coming out of the Great Recession and it has to do with rising work-life balance issues.<\/p>\n

More than one in four employees (27 percent) at organizations that are not perceived to support work-life balance plan to leave their companies within the next two years, according to new research from Hay Group, a global management consulting firm. That\u2019s compared to only 17 percent of those at companies that support employees in achieving a reasonable balance between work and personal life. For an organization with 10,000 employees, a 10 percentage point reduction in turnover over two years would result in savings of $17.5 million (assuming an average salary of $35,000 and an average replacement cost of 50 percent of salary).<\/p>\n

\u201cOrganizations across the globe continue to ask their employees to \u2018do more with less\u2019, leading to increasing dissatisfaction with work-life balance\u201d<\/p><\/blockquote>\n

Personally, I have seen this. My husband and I were traveling and stopped to grab a meal between flights. Next to us were two men, a manager and his team member who were flying out to meet with a client on Monday morning. The Manager was counseling his colleague that he must set boundaries or he will be gobbled alive by the company and have no personal life. He was claiming that work ruined his first family and was close to damaging his second marriage.<\/p>\n

It stands to reason that a near global recession will have an impact on employee satisfaction. Therefore, I was not surprised to see the statistic that work-life balance concerns across the globe are on the rise. Thirty-nine percent of employees in the Hay Group Insight\u2019s 2012 normative data claim that they did not have a \u201cgood balance\u201d between work and personal life, compared to only 32 percent who reported the same in 2011. Concerns also persist about the number of workers available to complete the work required, with the majority of employees (52 percent) reporting that there are not enough people to do the work in their area. How can growth occur under this situation?<\/p>\n

\u201cOrganizations across the globe continue to ask their employees to \u2018do more with less\u2019, leading to increasing dissatisfaction with work-life balance,\u201d said Mark Royal, senior principal at Hay Group Insight. \u201cTactical solutions like telecommuting options or flexible work schedules will not be enough to successfully address these mounting concerns. Organizations must also focus on long-term solutions to work-life balance issues by helping employees work more productively and identifying opportunities to begin rebuilding their workforces. By providing enabling work environments and additional people resources, organizations can help employees accomplish work tasks as efficiently as possible, leaving more time to attend to personal responsibilities and garnering higher levels of organizational loyalty.\u201d<\/p>\n

Hay Group Insight\u2019s research also found that employees who perceived work-life balance support from their organizations reported greater confidence in their companies\u2019 ability to recruit top talent and more satisfaction with their compensation. Specifically, perceived support for work-life balance led to:<\/p>\n