Care of employers, that will take into account the fair balance between personal life and work is often an empty phrase.
Results of the study.
A study conducted by WorldatWork's Aliance for Work-Life Progress (AWLP) revealed that, contrary to statements by organizations to support initiatives to maintain a fair balance between the work of employees and their personal lives, the facts and behavior of company management speak differently. And people who succumb to the "proposal" of the authorities to work on a "flexible schedule", thereby, in fact, destroy their own career prospects. After all, while the stereotype of compulsory presence in the office is alive, the attitude to remote workers simply can not change.
Contradictions regarding leaders to initiatives to maintain a balance between work and the personal life of an employee are often enormous. For example, eight out of ten survey respondents note that programs like flexible work schedules or the ability to work remotely are an extremely important aspect of the process of hiring and retaining key employees.
At the same time, more than half of the interviewed managers are called an ideal employee of someone who is ready to perform their functions at any time. And four out of 10 are convinced that those who do not have a "personal life" are the most productive. One-third of respondents directly declare that they do not believe in career prospects for those employees who took advantage of the possibility of flexible schedules or remote cooperation.
This attitude of leaders to their staff can be traced not only in developed countries (USA, Great Britain, Germany), but also in developing countries (Brazil, China, India).
News from all over the world.
"The good news is that about 80% of employers in all corners of the world are increasingly supporting the family-friendly workplaces.The bad news is that they secretly" fine "workers who are actively trying to integrate work and personal life," - says Kathie Lingle, head of WorldatWork's Aliance for Work-Life Progress.
"Sometimes it comes to the point of absurdity: employees have to suffer because of participation in programs to maintain a balance between the work of employees and their personal lives, although these programs were approved by management."
"It's managers who need to monitor the effectiveness of programs to maintain a balance between personal life and work," adds Rose Stanley to WorldatWork. "The leadership needs to learn how to harmonize what they say with what they think and finally stop discriminating against employees who have used their" flexible "programs."