How Employees’ Personal Lives Are Critical To Business Success
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89 Percent of Employees with High Levels of Well-Being Report High Job Satisfaction
WATERTOWN, Mass., June 27, 2012 /PRNewswire/ — Should employers be concerned about their employees’ personal lives?
A new study released today says they should and demonstrates that if employers truly want their employees to be productive and perform at their peak, they need to pay attention to what drives their overall well-being, which is determined primarily by factors outside of work.
Well-being is the combination of factors that make people feel grounded and satisfied and takes into account health and wellness; finances; career and work satisfaction; home and family life and daily routine.
A recent survey of 2,000 working adults in the U.S. done by Horizons Workforce Consulting found that 89 percent of employees with high levels of well-being reported high job satisfaction and nearly two thirds of those employees reported consistently putting in extra effort at work.
However, when asked how various factors contributed to their overall well-being, job satisfaction accounted for only 13 percent while one’s personal life accounted for more than half.
Bright Horizons CEO David Lissy shares..
“It’s clear that creating a culture that supports employee well-being can increase workforce potential and drive organizations forward.
“But understanding what motivates employees and keeps them engaged can be a difficult task, particularly when you take into account the various disruptions competing for mindshare and preventing employees from contributing fully.
“To cultivate a performance-driven environment, employers need to look within their workforces and understand their needs.”
A global study funded by the World Economic Forum indicates that when employees feel like their employers care about their well-being, they are eight times more likely to be engaged in their work.
“There will always be lines that should not be crossed when talking to employees about their personal lives.
“But to draw those lines in too narrow a manner can prevent you from retaining and engaging the talent you need to succeed.
“Embracing this requires throwing out the old adage that when people arrive at work they leave their personal lives at the front door. Those days are over.”
The surveys differ from typical employee opinion surveys that ask, “How are we, as your employer, doing?” and instead ask, “How are you, our employee, doing?”
The results of the surveys can then be used to determine where employees are doing well and where they may need additional support.
One recent survey revealed that employees appreciate the opportunity to discuss their life as a whole…
An employee from one organization said, “It’s great to be given the opportunity to comment on these aspects of my life. I’m looking forward to seeing where the data and information will go and how it will be used for benefits and productivity.”
Another said, “Thank you for taking this interest in us as employees. I value having input that may increase overall life satisfaction.”
HWC is a part of Bright Horizons Family Solutions®.
Bright Horizons Family Solutions® (www.brighthorizons.com) is the world’s leading provider of employer-sponsored child care, education, and work/life solutions. Bright Horizons® serves more than 900 clients across the U.S., Europe, Canada, and India with programs including work-site child care and early education, back-up care, elder care, college counseling, and work/life consulting. Bright Horizons has been named 13 times as one of FORTUNE magazine’s “100 Best Companies to Work for in America.”
SOURCE Bright Horizons Family Solutions
CONTACT: Bridget Perry, +1-617-673-8014, [email protected]
Web Site: http://www.brighthorizons.com
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