RESPECTING YOUR STAFF'S PERSONAL LIVES

by Terrie Lynn Bittner

For many managers and business owners, the company is the center of the universe. Nothing matters to them as much as the success of their business, and they expect everyone else to feel the same way and to put the company first. However, in today’s society, people are wisely beginning to understand that employment is a way to earn a living, not the living itself. They are trying to put their families and their personal lives at the center of their world.

Why some employees lack loyalty

While an employee has an obligation to earn his paycheck during working hours, it’s unreasonable to expect him to give up everything to help you make more money or increase your fame. The success of the company is not necessarily going to make his life better, especially in an era where companies casually lay off or fire employees for little reason. We often hear employees saying they gave up their vacation so their boss could get a nice bonus, or that they missed their children’s childhood so their bosses could buy a yacht. Whether or not this is true, the perception leads to disgruntlement and a lack of loyalty.

Factors to consider

Respecting the outside life of employees builds loyalty. The employees come to work each day relaxed and ready to face the challenges. They don’t burn out and are less likely to seek other work, find ways to play on the job, or explode from the tension. Everyone wins.

Following are eight tips for showing your employees that you value their outside lives:

  1. Don’t require overtime unless it’s essential. Offer it if you can afford it, for those who need the money, but try not to require it.

 

  1. Attempt to let employees work a consistent schedule. It’s impossible to schedule time with children, take on volunteer projects, sign up for a class, or join a club if your schedule changes from week to week.

 

  1. Whenever possible, allow employees to adapt schedules around their families. If it doesn’t matter whether they start at seven or eight in the morning, allow them to select a start time. Those with children and other outside responsibilities will be better able to meet their outside needs, which reduces your risk of call-outs or rushed and distracted employees.

 

  1. Allow employees to alter schedules periodically to be able to attend children’s school programs, help in a classroom, tackle a special volunteer project, or have a day off with a spouse. Invite them to work extra hours to make up the lost time, or let them take work home. Offer them the chance to change days off with someone else.

 

  1. Whenever possible, give employees a choice in their days off. This allows them to coordinate time off with a spouse or other family members.

 

  1. Try not to change schedules without consulting those affected. An employee should know that if he signs up for a college class on Wednesday nights, volunteers to be a Scout leader, or promises to take a child to a ball game, he will be able to follow through on his commitment.

  

  1. When you’ve taken an employee away from his family for an extended amount of time through travel or long hours, consider showing appreciation to the family with tickets to a special event or a note of appreciation. While the employee may be the only one on the payroll, the family is often an important part of your company, since their support can influence the employee’s decision to stay with a company.

 

  1. Be aware of the hobbies and outside interests of your employees. Consider these when selecting gifts or even deciding who travels where. If you have a history buff on your staff, and a business trip to Gettysburg is required, send that employee instead of the one who isn’t interested in history. Be sure his schedule includes a little site-seeing time.

 

Terrie Lynn Bittner is a partner in TML Business Services, providing consulting, training solutions, and business services to companies of all sizes.