You’re working remotely and struggling to maintain work-life balance. What can HR professionals do to help?

Create a company policy to set boundaries. During my time at one of start up companies who implement Working From Anywhere, we create a SOP/Guideline about "Communicating Your Work Availabilities" to prevent that issue. Some summaries of that SOP are: - People are eligible to work anytime-anywhere but need to inform their leader about their regular working hour - During working hour, people may leave the work if they have personal matters by updating their Slack status (to OOO/Out of Office or AFK/Away From Keyboard, and put a stop sign/forbidden emoticon) - People may have no-meeting-time by blocking their google calendar so that others can't book them for a meeting at that specific time - Use shared documents to do meeting asynchronously

HR professionals can help remote employees struggling with work-life balance by promoting flexible work arrangements tailored to individual needs, providing resources for managing remote work stress, and encouraging regular breaks and boundaries between work and personal life. Offer virtual wellness programs, mental health resources, and access to employee assistance programs to support well-being. Communicate openly about expectations and encourage managers to lead by example in prioritizing work-life balance. By fostering a supportive and flexible remote work culture, HR professionals can help employees maintain balance and thrive in their remote work environment.

HR professionals can provide resources for remote employees, such as flexible work schedules, mental health support, and guidance on setting boundaries. Stay connected with their coworkers through zoom meetings, share update and celebrate achievement with them. Take regularly feedback from your manager & HR Department about your performance. Encouraging regular breaks and fostering open communication can also contribute to a healthier work-life balance.

As crucial as it is to establish clear boundaries, effectively communicating them is equally vital. Promoting a culture that values rest and relaxation for both managers and employees is key for the HR team, who plays a pivotal role in promoting this culture. Additionally, HR can advocate for the use of async work systems and follow-the-sun models, allowing urgent matters to be addressed during off-hours and later transitioned to respective teams when they're back. This approach can help employees struggling with maintaining work-life balance while working remotely.

Encourage HR to normalize setting clear work hours and "off-limits" times. Promote tools like Slack Do Not Disturb or calendar blocking. Offer flexible work arrangements and paid time off, emphasizing their importance for well-being. Discourage "hustle culture." Organize virtual social events, coffee chats, or team-building activities to combat isolation and foster connection. Develop resources on remote work best practices, time management, and mental health support. Guide employees towards healthy habits. Encourage regular check-ins, feedback sessions, and anonymous surveys to identify challenges and tailor solutions.

In my opinion, To assist employees struggling with work-life balance while working remotely, HR professionals can take the following actions: - Flexible Work Schedules. - Wellness Programs. - Communication and Boundaries. - Training and Support. - Regular Check-ins. - Recognition and Appreciation. - Policy Review. - Employee Assistance Programs. By implementing these strategies, HR professionals can play a crucial role in supporting employees' work-life balance while working remotely, ultimately contributing to their well-being, engagement, and overall job satisfaction.

🫰Na minha jornada de liderança, o que vivenciei que fez muito sentido para a minha equipe, e efetivamente funcionou foi, promover uma cultura organizacional que valorize o equilíbrio entre vida pessoal e profissional, onde os funcionários se sintam à vontade para compartilhar suas necessidades e buscar apoio quando necessário. Definir expectativas claras em relação aos horários de trabalho, pausas e disponibilidade para reuniões, para os funcionários poderem equilibrar suas responsabilidades profissionais e pessoais eficazmente.

💻Delaying email delivery in Outlook schedules emails to be sent later, avoiding disturbance to employees during non-business hours. This respects personal time, promoting work-life balance, and preventing employees from feeling the need to respond during their time off.

Foster a sense of connection and belonging among remote employees through regular communication and virtual team-building activities. Encourage the use of collaboration tools and platforms to facilitate seamless communication and collaboration across teams.

Stay connected: HR can promote regular check-ins and communication channels to keep remote workers connected with their colleagues and supervisors. This fosters a sense of belonging and reduces feelings of isolation, which can contribute to a better work-life balance. Virtual team-building activities and informal social gatherings can also help maintain connections in a remote work environment.

Mantener la conexión colaborador-empresa y colaborador-equipo es una de las tareas más complicadas que deben afrontar empresas que trabajan en un entorno híbrido. Es primordial mantener, siempre que sea posible, un contacto humano y presencial que permita convivir y conectar con la empresa /equipo. Sin embargo, la presencialidad debe ir más allá, teniendo un objetivo claro de trabajo y conseguir que acudir a la oficina no sea lo mismo que trabajar desde casa.

I think we have connect with the teammate and share your feeling .. Share your thoughts with the co-workers. We have to share bad and good feeling with the co-workers

HR professionals offer personalized support by checking in with remote employees and facilitating workshops on time management and stress reduction. They promote productivity tools tailored to remote work and organize team-building events to combat isolation. Advocating for flexible work arrangements and leading by example with work-life balance, HR fosters a culture where employees feel supported. Access to mental health resources ensures employees thrive both personally and professionally.

Staying connected is essential, especially in a remote work setting. This is how we as HR professionals can help employees stay connected: - Virtual Team Building Activities. - Regular Check-ins. - Virtual Social Events. - Collaboration Tools. - Employee Resource Groups. - Recognition and Appreciation. - Open Communication Channels. - Training and Development Opportunities.

Desde recursos humanos promueve una cultura del autocuidado. Esto quiere decir que vamos a trabajar con la gente en que lo más importante es una persona como individuo. A partir de eso cada persona debe tomar las herramientas que la compañía brinda para su propio bienestar. Esto esto significa que si hay espacios de salud y seguridad en el trabajo o de bienestar propio los empleados deberían priorizarlo sobre otros reuniones siempre y cuando que esto no afecta los resultados de negociode esa manera, el empleado va a tener las herramientas adecuadas para poder generar su autocuidado y para poder trabajar en el balance entre su vida personal y laboral

Promote employee well-being by emphasizing the importance of self-care and work-life balance. Provide resources and support for managing stress, maintaining physical health, and practicing mindfulness and relaxation techniques.

Take care of yourself: HR can advocate for self-care practices and provide resources to support employees' physical and mental well-being. This could include promoting regular exercise, offering access to mental health resources, and encouraging time off for rest and relaxation. By prioritizing self-care, employees can recharge and maintain a healthier balance between work and personal life.

1. Set clear work-life boundaries. 2. Take regular breaks and stay connected with colleagues. 3. Prioritize self-care activities and manage your workload effectively. 4. Invest in professional development and seek support when needed. 5. Maintain a dedicated workspace and strive for work-life balance. Remember that your well-being is important for your effectiveness in supporting others.

In the remote work setup, maintaining work-life balance is crucial. HR professionals can help by promoting flexibility and adaptability. This means being open to new ideas and solutions, and communicating openly with the team and HR manager about challenges or conflicts. Being flexible and adaptable allows for better adjustment to unexpected changes or challenges that may arise while working remotely.

Absolutely, adapting to remote work challenges requires flexibility and openness. Clear communication is key; keeping your team and HR informed about any difficulties ensures a collaborative approach to problem-solving. Embracing a learning mindset and being receptive to new ideas promotes a resilient and supportive remote work environment.

Offer flexibility in schedules so employees can adjust their hours to accommodate personal obligations. HR can promote culture of trust where output is more important than set hours.

Be flexible and adaptable: HR professionals can work with employees and managers to establish flexible work arrangements that accommodate individual needs and preferences. This might involve adjusting work hours to accommodate family responsibilities or allowing for alternative work schedules. By being flexible and adaptable, organizations can support employees in managing their work-life balance more effectively.

Recognize that remote work arrangements may require flexibility and adaptability to accommodate individual needs and circumstances. Offer flexible scheduling options, remote work allowances, and alternative work arrangements to support employees in balancing their professional and personal responsibilities.

In my opinion, I think in such a case main procedures are the following: 1. Embrace change: Stay open to new ways of working and be willing to adapt to evolving circumstances. 2. Be proactive: Anticipate challenges and opportunities, and take initiative to find creative solutions. 3. Communicate effectively. 4. Stay organized. 5. Learn continuously. 6. Embrace feedback: Seek feedback from colleagues and supervisors to learn and grow in a remote work environment. 7. Practice resilience: Stay positive, manage stress effectively, and bounce back from setbacks with a resilient mindset.

prioritize flexibility and wellness initiatives. Encouraging a culture that values work-life balance, offering remote work options, flexible schedules, and wellness programs can significantly contribute to employees’ overall satisfaction and productivity. By aligning benefits with employees’ needs and promoting a supportive work environment, organizations can foster a healthy work-life integration that benefits both employees and the company.

Seek feedback and development: HR can solicit feedback from employees about their work-life balance experiences and use this information to make improvements. Additionally, providing opportunities for professional development and growth can empower employees to manage their workloads more effectively, leading to a better balance between work and personal life.

Embrace feedback: Seek feedback from colleagues and supervisors to learn and grow in a remote work environment. Practice resilience: Stay positive, manage stress effectively, and bounce back from setbacks with a resilient mindset.

By actively supporting and empowering employees to be flexible and adaptable in a remote work environment, HR can contribute to a positive and productive work culture that values employee well-being and success.

Alguns assuntos precisam ser desmitificados e falar sobre isso, o que significa bem-estar para quem mora sozinho? O que significa bem estar para quem tem filhos pequenos ou familiares com cuidados especiais? Como apoiar que as necessidades individuais sejam supridas e ao mesmo tempo, regras legais, alinhamento com time e resultados sejam alcançados? Esta conversa precisa ser promovida, sobretudo entre gestor e colaborador, mas caso não haja espaço para conversa franca, o recursos humanos pode ser envolvido e moderar estas conversas.

Encouraging PTO, vacations, leave, and respecting working hours is vital for HR to foster work-life balance. 🏖️ By advocating these benefits, HR shows commitment to employee well-being, boosting job satisfaction and productivity. Respecting time off prevents burnout and stress, promoting engagement. HR's role is pivotal in cultivating a supportive workplace culture valuing employees' holistic needs.

HR's vital role in remote work-life balance involves implementing employee-centric strategies. This begins with establishing clear remote work policies, defining working hours, communication protocols, and performance metrics. Flexibility is crucial, enabling employees to customize work arrangements based on their needs. Fostering a culture of trust, respect, and accountability is essential; HR must empower employees to manage tasks and time autonomously. Leveraging technology for seamless communication and collaboration between remote and onsite teams is key to success.

HR professionals can support remote workers by implementing flexible policies, clarifying expectations, and fostering transparent communication. Training in time management and psychological resources helps manage stress. Access to suitable technology, promoting regular breaks, and ethical monitoring are crucial. Flexible leave policies, regular feedback, and a corporate culture focused on well-being contribute to establishing a work-life balance.

As an HR professional, what has worked best for me is ensuring employees feel connected through regular virtual events, work-life balance/life coaching sessions, non-work-related chat groups (where employees can post Memes, jokes etc...), virtual book reading clubs and many other minor but impactful initiatives. These initiatives promote a sense of togetherness and support employees in maintaining a healthy work-life balance while working remotely.

How HR can help: HR can serve as a resource and advocate for employees struggling with work-life balance issues. This might involve providing guidance on time management strategies, offering support for family-related challenges, or connecting employees with relevant resources and support networks. By proactively addressing work-life balance concerns, HR can help create a more supportive and inclusive work environment.

Offer resources and support for remote employees to navigate work-life balance challenges, such as flexible work arrangements, time management tools, and access to mental health resources.

En las compañías donde se trabaja de manera remota, recursos humanos, tiene que ser un aliado estratégico para apoyar a los empleados y a los líderes en gestionar una cultura sana. Se le debe ayudar a los empleados a que tengan límites a que exista una política de desconexión laboral y a que entiendan que el hecho de estar en su casa o en una locación diferente a una oficina no significa que tienen que estar conectados y disponibles 24/7. Recursos humanos debe gasera acompañamiento a los líderes para que ellos también controlen manejen esos límites y no tengan ningún impacto en el balance entre la vida laboral y personal de la gente

1- Training and Education: offer training and resources on time management, productivity techniques, and strategies for maintaining work-life balance in a remote environment. 2- Lead by Example: HR and leaders should demonstrate boundaries around work hours and prioritize their well-being, which sets a positive example for employees to follow. 3- Recognize and Reward: consider incorporating work-life balance achievements into performance evaluations or recognition programs.

Expecting HR to help you with work life balance is out of syllabus topic as that's not something HR can do or should do. Work life balance is the responsibility of every employee not employer. Yes work from home policies is all an employer can give but with that how you ensure work life balance is in your hand. In fact work life balance is not possible everyday. One day work goes up, one day family goes up. We need to accept that and try to do our best without trying to be perfect in everything. I believe a routine combined with discipline and consistency helps all. Work life balance is more about having a routine, discipline, time management and less about anything else.

To assist remote workers in maintaining a work-life balance, HR professionals can implement several strategies. They can encourage employees to establish a structured routine, set boundaries around work hours, and create a culture of respecting personal time. Providing resources for time management and mental health support can also be beneficial. Regular check-ins and feedback sessions can help identify any issues and provide solutions.

Provide training and education: Offer training sessions or workshops on time management, prioritization, and effective communication skills to help employees manage their workload more efficiently and reduce stress. giving employees lessons or workshops to teach them better ways to manage their time, decide what's most important to work on, and communicate effectively. This helps them handle their work more efficiently and reduces stress.

The HR/People team can do a lot in supporting remote workers. Helping them stay connected, fully contribute, but also take care of themselves to avoid burning out. To achieve this, as mentioned in the article, they can establish policies, programs, and practices that support remote workers and their needs. What is missing from this article is the role of the line manager and the overall support and understanding for remote workers coming straight from the top of the organisation. When managers and leadership are not fully supporting remote employees and are educated and trained on how to manage remote workers, what HR can do then is somewhat limited.

Here are other ways to consider 1- Providing training/resources on time management and avoiding burnout. 2- Hosting remote social events to counter isolation. 3- Surveying and listening to employees about work-life balance. 4- Improving access to wellness resources and mental health support.

Offering remote work is the new normal and standard for all companies. As this is not an extraordinary benefit anymore but an established part of a companies work flexibilty framework we should not forget that there might be employees that do not have the possibility to work from home (or an alternative premise) due to different factors such as their housing situation or the nature of their role. Companies should always keep in mind that they need to provide a set up that works for both, remote and on-site workers, and that is offering space as well as a culture to grow together.

HRs can help implement clear communication channels, encouraging transparent discussions about workload and deadlines. HR can also promote flexible scheduling to accommodate personal commitments, fostering a healthier balance between work and life. Providing resources on time management and stress reduction, as well as organizing virtual team-building activities, can contribute to a positive remote work environment. Additionally, HR can regularly check in with employees to assess their well-being and address any challenges they may be facing, ensuring a supportive and understanding workplace culture.

Here’s what else to consider: In addition to the strategies mentioned above, HR professionals should consider the unique needs and preferences of their workforce when implementing work-life balance initiatives. This might involve conducting surveys or focus groups to gather feedback, staying informed about emerging trends and best practices in remote work, and regularly reassessing and adjusting policies and programs to ensure they remain effective. By taking a proactive and holistic approach to supporting work-life balance, HR can contribute to the overall well-being and success of employees in a remote work environment.

عند العمل عن بعد، قد يجد البعض صعوبة في تحقيق توازن صحي بين العمل والحياة الشخصية. إليك بعض الاستراتيجيات التي يمكن أن يتخذها متخصصو الموارد البشرية للمساعدة: تشجيع المرونة: السماح بساعات عمل بديلة، وتوفير أيام عمل من المنزل، وتقديم إجازات مرنة. هذا يساعد الموظفين في ترتيب مهامهم وفقًا لظروفهم والتزاماتهم الخاصة. تحديد التوقعات بوضوح: وضع حدود واضحة لما هو متوقع، والأطر الزمنية المعقولة. يساعد ذلك في تقليل الضغط على الموظفين ويمنعهم من العمل لساعات أطول دون داعٍ. تعزيز التواصل: إجراء محادثات منتظمة وتوفير القنوات اللازمة لتواصل الموظفين بشكل سلس، سواء مع رؤسائهم أو زملائهم. هذا يخفف من الشعور بالعزلة ويشجع على تبادل الدعم.