This week the New York based Families and Work Institute released its new report, The State of Health in the American Workforce.   The report shows that the health of employed American workers is trending downward.  One key finding is the relationship between an effective workplace and employee health.  Interesting reading! Although there are many differences in US employment practices and the health care picture, many of the insights have relevance to Canadian workplaces.

Most employers know that wellness programs can make a difference in the workplace. What is so clear in this study is the impact of effective workplaces in strengthening employee health. Taking efforts to treat employees with respect, to give them some autonomy over how they do their jobs and to help supervisors and co-workers promote "work-life fit" improves employee health. It improves organizational performance.

 One local business leader said "I know my employees are worried about doing anything that jeopardizes their job. I expect them to work hard but I also want them to stay healthy. I know much is up to me to role model. So I take my vacation, I flex my time and talk about working hard and taking time to be with my kids. I want to make it OK to talk about working hard and meeting family demands as an "and" rather than an "either/or".

There are 3 concrete things that employers can do to reduce work-life conflict:  

1. Work Flexibility - Giving employees a greater a sense of control over their work schedule helps reduce work-life conflict. This might involve setting a regular work schedule around family demands and/or having permission to change hours to respond to an emergency or specific demand. Flex-time practices are shown to reduce absenteeism. Also, research shows that even if an employee does not see a current need for flexibility, but know that it's available should he/she need it, it measurably reduces stress levels.  

2. Supportive Managers - The most critical aspect of making any work-life initiative really work is the manager. A supportive manager who genuinely shows understanding, makes work expectations clear, and encourages employees to balance work/personal demands can create a highly productive and committed team.  

3. Performance Measured on Objectives and Output - It's hard to increase flexibility if performance is viewed in terms of time spent in the workplace, or "face time". Establish an outcome-based approach to managing employee's contributions.