Employees’ Needs Must Come First in Business
Regardless of whether you work in a fully remote, hybrid, or in-person work setting, it is a fact that you spend a lot, if not most of, your time at work. Have you ever thought about the impact that your work environment has on your health or overall wellbeing? If not, it is time to start seeing your job as a key indicator of the kind of quality of life you have. According to the World Health Organization, “…your working life conditions are a social determinant of your overall health, [and] can be a more important factor in influencing your health than your healthcare or lifestyle choices.” By embracing this perspective that our work and working environment can play a pivotal role in our overall wellbeing, and acknowledging the research that shows us that 57% of employees would consider quitting their jobs, seeking one that better supports their wellbeing, it becomes apparent that employers need to create environments dedicated to promoting the health and wellbeing of their employees, allowing them to experience true work-life balance and the ability to proactively manage and prioritize their needs.
This is especially true for technology and software development companies, as it is proven that having a healthy culture is key to driving the development of better capabilities and technological performance, as well as stronger rates of organizational growth, and higher-achieving employees, emphasizing that productivity is not only driven by completing endless tasks or achieving performance metrics. This is why, as the Chief People Officer of a technology company, I created a people-centric working model, aligned with what the technology market needs and expects, without compromising on my company’s business model and success. I find that by giving teams the ability to balance all aspects of their lives, they experience a positive mindset shift, and bring their best, most energized selves to work, with the knowledge that they have time to manage their personal lives in a structure that best serves their lifestyle. The result of this is healthier, more motivated teams, that are more productive and efficient, and are enablers of greater business success.
One way to support this core belief, is by implementing a 36-hour work week, where employees work a 4-hour workday on Fridays, giving them the extra freedom and space to end their weeks, with the knowledge that they can dedicate this time to themselves, their families, their hobbies, or other areas of their life. The result is their improved ability to focus more throughout the week on their ongoing work, without interruptions, and with the added benefit of having flex-hours. This allows them to decide how they wish to structure their workweek and allows them to start later in the day or end earlier, using their energy systems in the way that serves them best. In providing employees this work environment, they are empowered to manage their own time without being micromanaged, and with the full trust and autonomy in them, to deliver their best, every day.
I feel that not implementing initiatives like these that are aimed at promoting wellbeing in the workplace and allowing employees to prioritize their needs, has high costs for companies. Amidst global trends like quiet quitting and employee disengagement, companies that do not fit the needs of their workers, have lower talent retention, and higher turnover, resulting in the need to invest more in recruitment processes and people management. A second high cost is employee productivity, which is lower in environments where teams are unmotivated, and do not experience healthy rates of work-life balance. So much so that happy employees are 20% more productive than their unhappy counterparts.
Keeping these points in mind, it becomes clear that prioritizing employees’ needs should not only be an ethical choice, but also a market standard for any company that wants to retain its top talents, remain competitive in a candidate-driven market, and maintain a healthy and productive work environment for its employees. As a result, employees will bring their best selves to work, and will thrive in environments where initiatives like a 36-hour week and flexible company culture, are at the center of their success.
This opinion article, written by our Chief People Officer at tb.lx, Sara Gorjão, is an English translation of an article originally published in Portuguese, in Líder Magazine, on August 19, 2024. 🚛🌿
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