Commitment to Change is Essential

Management support is essential to the success of any new program - even more so when it requires a shift in culture.  A successful work/life program often includes the following key elements:

1. Clear statements of the organization's commitment to the change by top executives - Share with employees the information and analysis that led the company to institute the changes, along with the message that the company stands firmly behind the change.

2. Dialogue among managers - Discussion among managers is essential to ensure uniform application of policies and to develop consensus on issues such as the circumstances under which leave or flexible work hours will be allowed.

3. Dialog with a cross section of the workforce - This is important in both formulating and implementing the policy.  Information from all parts of the organization will enable company executives to develop and implement a plan responsive to employee needs and in harmony with the organization's goals.

4. Establishment of written policies - While flexibility is important, employers who do not have company-wide, written policies may lose control over personnel decisions.  Written policies help ensure that all employees will have access to the same policies.

5. Communication of new policies - Employers should undertake an ongoing, multifaceted communication effort to explain new policies and benefits to all employees, including how they were decided on and clear guidelines on how to take advantage of them.

6. Management training in the use of new policies - Training programs should include information about the importance of work/life policies and the analysis that led the company to adopt them.  They should help managers understand how the changes may affect them.  Examples of situations that might occur as employees utilize the new policies and a variety of acceptable responses should be provided.  Some companies also include responsiveness to work and family issues as part of their manager's performance reviews.

7. A plan to evaluate the implementation of the new policies or programs - A feedback system should be developed to monitor the plan's implementation and quickly correct any problems that might develop.  Manager input will be critical to this process.

8. Management participation - Last, but certainly not least, studies show that in the most successful work/life programs, management demonstrates its commitment to a balanced work/life culture by setting the example.  It is one thing to say that the families and personal well-being of your employees are important, but if, for example, you and your management team consistently work an 80-hour week - to the detriment of your own families and personal life - you will be giving your employees a mixed message.

In developing a plan, evaluate your in-house resources first - who might have the skills and experience to plan and implement your work/life program?  If necessary, hire a consultant.  There are also a number of resources that can assist you.  Finally, it is often helpful to contact other businesses and organizations that have adopted the policies you are considering.  They may be able to help you avoid potential pitfalls in implementing your plan. (See "Ideas from Smaller Businessses")