There are plenty of health and wellbeing benefits that can help people switch off, such as childcare provisions, bikes-for-work schemes, on and off-site gyms, flexitime… but the way individuals choose to unwind will vary quite considerably. Some people choose to quieten their busy brains by running on a treadmill, while others prefer to immerse themselves in a good book. For some, it’s about switching off the phone and being alone.
Others unwind by spending quality time with family and friends. After a busy day, there will be those that pour a glass of wine, and those that pop the kettle on. We’re all very different.
On that note, I would suggest that it’s a good idea to offer as much choice as possible. Giving people access to a variety of benefits and allowing them to choose the ones that suit their personality, workload and personal schedule will improve both engagement and morale. Being empowered to make your own decision is a massive plus, regardless of what you do. Flexibility is key.
Considering the concept of a work-life balance has shifted into this idea of a work-life blend, perhaps the traditional attitude to working hours needs a re-think? At Servest, we’re looking at slowly moving away from set hours and job descriptions. We know this is a bold move but we want to transition to output agreements so we can offer people the choice of when, where and how to work, wherever possible.
We think this is a massive benefit. If you pay for output, as opposed to hours, you’re paying for what you actually get. It’s then down to the individual to ensure they work in a way that enables them to deliver, but also in a way that doesn’t compromise their personal life.
C-J Green is group HR director at facilities management services organisation Servest