Getting their workaholics to take leave office
Although this type of self-identity may seem to many employers, having stressed out employees who never leave the office is really a recipe for disaster. burned workers make more mistakes, lose more work due to health problems, are less productive and experience a decline in job satisfaction. That’s why companies offer paid leave – to avoid overwhelming their work.
Here are some employers and human resource professionals can encourage employees to use their time actually paid ways and achieve a better balance between working life:
1. Set an example.
Employees often want to do everything in their professional and personal lives. And in that context, family life is very important to them, so that 86 percent of employees in the project: Study of Leisure said he believed it was a bad thing to be seen by members of the family as a martyr work. Then try to “do everything” in the office, they also want a balance between working life.
However, having the two things may not be possible, and employees need help to realize that. Therefore, an example of balance as a manager can relieve pressure on these people work – particularly millennials. Among the students interviewed by the project pause time, 30 percent said their boss had the biggest influence on how they spent their time, compared with 20 percent who said her family had the most influence .
Managers should give priority to take time off and leave the office each day at a reasonable hour. So if a balanced schedule is set and stick to it. Perhaps two days a week, just leave at the end of the working day, or once a week in advance for an event like playing softball or ballet practice your child.
When employees see managers balance their time between work and home, they are more likely to feel comfortable outside their offices and do the same.
Read this: Play It Away: A cure for anxiety addicted to work by Charlie Hoehn | Amazon | Barnes & Noble
2. Encourage quality over quantity.
Stress at work, although they are sometimes useful, should be manageable. Employees become unhappy when they feel overworked; and when they reach a level of feeling overwhelmed, they want to be recognized as workaholics.
As the draft 2016: report Tiempo Libre found, 47 percent of employees who are unhappy with their work believe it is a good thing to be considered a martyr job by his boss – and 46 percent of employees who were unhappy with their companies believed the same. These employees were also more likely to feel stressed at work.
The immense stress that comes with this scenario, however, can cause decreased employee productivity. The Monster 2014 International Survey found that 42 percent of 1,000 respondents job seekers said they had left a job due to a stressful environment. In addition, 46 percent said they had lost time at work due to work-related stress, while 61 percent said they felt stress at work has caused a disease.
These work-related diseases and turnover rise can be prevented. It’s all about efficient work habits – which recognize the best work does not always take the most time.
Remind employees that their priority should not spend as much time as possible in the office – but in producing an excellent job. Discourage excessive emailing, meetings for the sake of meetings and the idea that employees should always look busy. In this way, employees will have more time during the day to do their job and do it well.
Also, consider policies that allow employees to leave early if your work for the day is over. With this change, employees will see the value in achieving a high quality work effectively and understand that their work is more important than time spent in the office.
3. Celebrate life outside the office.
employees working obsessed often motivated to maintain this image of fear. The project: report found Leisure 65 percent of employees surveyed said their office culture is silent or discourage sent mixed messages or permissions.
Millennials feel that negativity than their colleagues. In the study, 16 percent of students said they felt the disapproval of the direction to take a vacation – and that was two times greater than their baby boomer colleagues (8 percent). Millennials are the most likely to lose the generation of free time, even if they earn less vacation.
So move the conversation from the world of business life. Celebrate those who use their free time to encourage others to follow suit. If a culture that embraces life outside office workers is established, they will feel more comfortable spending time in it.
Start talking to older people, to ensure that employees are not afraid of what management believes to use your PTO. How Millennials Gallup wants to work and study found alive that 44 percent of participants employees who said their manager meets regularly with them were committed, compared to only 20 percent of the employees involved who said do not meet regularly with its operators.