The hybrid working model – where employees split their working week at home and in the office – has become a mainstay in this ever-changing landscape. On the surface, it should offer people the best of both worlds, where they can have control over when and how they work and, therefore, when and how they rest and play. However, with workplace-related burnout on the rise across Australia, it appears people are still struggling to adapt to the new ways of working.
What is a work-life balance?
A work-life balance is the ability to invest evenly in personal and professional endeavours. The work portion of this balance refers to time spent working at the office, from home or performing functions related to work. The life portion of this balance typically includes one’s social or personal interests, time with family and friends or any other leisure activities.
Over the last few years, flexibility and choice – whether that translates into remote working, having access to the workplace when needed, or operating a core hours model – has been perceived as the answer to the perfect work-life balance. Indeed, it remains an attractive concept for the majority of Australians, with many businesses having adapted their policies to accommodate their employees’ needs, and to remain an attractive place to work for external talent.
However, it appears the hybrid working model isn’t having the desired effect people thought it would. Indeed, according to multiple studies, some of those who took up a hybrid work life have quickly become fatigued by the whole experience. TINYpulse, an employee engagement and feedback software company, found that 72% of people reported exhaustion from a hybrid working model in 2021.
Why is hybrid working not creating a good work-life balance?
During the peak of the pandemic, working from home full-time was a challenge in how to balance time between home, life and work. Surprisingly, the hybrid model does not solve this issue — in fact, it can often make the confusion worse.
The frequent changes to daily habits makes finding a routine hard, while it can also make people feel like they’re having to always be ‘switched on’ as they come to grips with the permeable boundaries between home and work.
Indeed, now that people also have their office set up at home, some are coming back from the office at the end of the day and feeling compelled to finish work that evening or during the weekend. Meanwhile, working from home hasn’t become a safe haven from the stressors of office environments that it should, with some people feeling pressured to demonstrate to their manager or their employer that they’re not taking advantage of home working — as if somehow working from home has become a ‘day off’.
How can you strike a work-life balance in a hybrid work model?
If you want to find your own perfect work-life balance in this hybrid world, it’s important you begin by following these three basic principles:
- Stick to a routine
Hybrid working can mess with routines very easily, so making a schedule a vital component in creating boundaries to define your working day. It doesn’t have to be regular office hours, but if you’re not careful you’ll be dipping in and out of work 24/7. Different routines work for different people, but be regimented and ensure you’re properly logging off at the end of your working day wherever you’re working from. - Learn to switch off
It’s hard not to be tempted to finish off a few things in the evening when you have spare time. Whether it’s 5:30pm or dinner time, find a natural cut-off point and put your laptop and work phone away. If you can’t see your work laptop and phone, you’re much less likely to reach for them. Scheduling a personal call or catch up at the end of your workday gives you a deadline to finish your work tasks – and a chat with family or friends will quickly switch your brain from work to play mode. - Make your time count
How often do you start what should be a small task during your lunch break, only to realise you’ve already lost the full hour? How easy is it to start a small work task in the afternoon, only to look up to realise the light is fading? Time management can be a major headache and it’s all too easy to lose track of how long things should take — especially when you don’t have the natural signals of the office place to remind you of the time, like people waving goodbye on their way out the door! Try planning out your day in the morning, or set timers on your phone to remind you to move onto a new task. While the working day can be full of surprises, keeping a track of how long tasks are taking, and how long you should spend on them, can give you a sense of control over when you switch off.
What can managers do to help their team(s)?
Although individuals have their part to play, managers also play a key role in creating a good work-life balance for their team members. There are several ways a manager can help employees in this space:
- Prioritise
One of the most important things a manager can do to improve work-life balance is to help their team prioritise tasks. Data collected by the Harvard Business Review in 2020 showed that 81% of employees were dissatisfied in part because they did not receive prioritisation support from their managers. Stick up for your team if they’re under the pump, and say “no” to things that aren’t mission-critical. - Re-evaluate meetings
Over-collaborating and a lack of uninterrupted focus are major drivers of a decreased work-life balance. So, as a manager, try and cultivate an environment where the team enjoys plenty of time to work on their own projects, without the constant distraction of emails, Teams chats and meetings. Implementing rules, like no meetings on a Monday morning, can help employees not feel overwhelmed on Sunday, while no-meeting Fridays can provide people dedicated time to wrap up key work and fully unplug before the weekend. Perhaps suggest to your team that they proactively set aside blocks of time for focused work each week to tackle key priorities. - Make it easy for your team to take time off
The ability to unplug is key to work-life balance, but employees will find it tough to step away if they don’t feel like they have the coverage or support. This doesn’t only mean approving holiday requests quickly and without fuss, it also means proactively offering to help cover when they are gone. That way, it means you can minimise the number of emails and unfinished work they can expect to find on their return.
By focusing on the tactics above, managers can create a world where responsibility for work-life balance doesn’t rest solely on an individual’s shoulders. Providing clarity and identifying what needs to be prioritised can help enable their team(s) to do their best work and thrive in a hybrid environment.