Votre équipe a du mal à trouver un équilibre entre vie professionnelle et vie privée. Comment pouvez-vous les amener à privilégier le bien-être ?

When I was a student myself, I excelled in both academics and extracurricular activities. I was known for my willingness to help others and was often asked to take on additional responsibilities. I found it hard to say no. Over time, my commitments piled up. I spent late nights juggling everything—assignments, meetings, and personal projects. The weight of overcommitting began to take its toll; I was exhausted. One day, my favorite professor noticed the change and said, “Even the most talented people have limits. The art of saying no is just as important as saying yes." I began prioritizing my tasks and declining tasks that overextended me. As I mastered saying no, I became more focused, less stressed, and happier!

The first step to prioritize the well-being of your team is to assess their needs and challenges. You can do this by conducting regular surveys, feedback sessions, or one-on-one meetings. Ask them about their workload, stress levels, motivation, satisfaction, and any other issues that affect their well-being.

Don’t Overcommit: Saying no to activities or obligations that will overextend you is okay. Take Breaks: Regular breaks from studying can prevent burnout and improve focus. Engage in Hobbies: Whether reading, playing a sport, or engaging in creative arts.

Promovería una cultura de trabajo flexible, permitiendo que el equipo ajuste sus horarios según sus necesidades personales, y alentaría el uso de aplicaciones de bienestar como Calm para manejar el estrés. La clave es fomentar la comunicación abierta y asegurar que todos sepan que su bienestar es una prioridad para la empresa.

Lead by example and support the team members 100%. Daily conversation helps gauge the importance of your team’s values and goals

1. Encourage your team to set clear boundaries between work and personal time. 2. Define work hours when they are expected to be available. 3. Establish times when they can disconnect without guilt. 4. As a leader, respect these boundaries by: - Not sending emails outside of agreed-upon work hours. - Not expecting replies outside of agreed-upon work hours. 5. Set an example by adhering to these boundaries yourself, avoiding late-night messages that might obligate team members to respond, thereby blurring work and personal life. By following these steps, you can promote a healthy work-life balance and create a culture that respects team members' personal time.

In my experience, setting boundaries is crucial for maintaining a healthy work-life balance. It's not just about telling the team to disconnect; it's about showing them that it's okay to do so. I've seen how important it is to lead by example—if I respect these boundaries and refrain from sending messages outside of work hours, it sends a clear message that it's acceptable for them to unplug as well. By consciously reinforcing these limits, we create an environment where everyone feels empowered to recharge without guilt, which ultimately leads to a more focused and productive team.

In my experience, setting boundaries is a must. If you let the line blur from when work ends and personal time commences, you might find yourself doing work for which you aren't being paid for, higher stress levels and irreparable damage to relationships. A steady work-life balance will ensure your sanity and productivity in the long run.

Offer flexible scheduling options whenever possible to cater to individual productivity styles and personal commitments. This approach allows team members to work at times when they feel most focused and balanced, leading to: - Reduced stress - Increased job satisfaction - Improved productivity Flexible scheduling can include: - Compressed workweeks - Telecommuting - Flexible start and end times - Core hours with flexible surrounding hours Remember, flexibility doesn't compromise accountability. It's about adapting work hours to meet individual needs while still achieving business objectives. By embracing flexibility, you can create a more supportive and inclusive work environment that values work-life balance.

In my experience, offering flexible schedules can be a game-changer for both productivity and morale. When team members have the freedom to choose their working hours based on their personal rhythms or commitments, they often perform at their best. I've seen how this approach reduces stress and boosts job satisfaction, as people can align their work with their most productive times. It's important to emphasize that flexibility doesn't equate to a lack of responsibility. Instead, it's about trusting your team to manage their time effectively while still meeting deadlines and business goals. This trust not only enhances work quality but also fosters a sense of ownership and balance in their roles.

Identify Urgent vs. Important: Use the Eisenhower Matrix to categorize tasks based on urgency and importance. Focus on tasks that are both urgent and important first. Set Clear Goals: Align your tasks with your short-term and long-term goals. Prioritize those that directly contribute to achieving key objectives. Assess Deadlines: Consider deadlines when prioritizing. Address tasks with the nearest deadlines first, while also planning ahead for those with future deadlines. Evaluate Impact: Prioritize tasks that have the most significant impact on your work or organization. Delegate When Possible: If a task can be handled by someone else, delegate it to free up your time for higher-priority work.

In my experience, learning to prioritize tasks effectively is essential for managing workload and reducing stress. I’ve found that when we take the time to distinguish between what’s truly urgent and what can wait, it helps the team stay focused on what really matters. Breaking down larger projects into smaller, manageable tasks not only makes the work feel less overwhelming but also allows for steady progress. I believe that by guiding the team to focus on high-impact activities that align with our goals, we can achieve more without burning out. It's about working smarter, not harder, and giving everyone a sense of control and accomplishment in their day-to-day work.

Establecer un orden de prioridad de las tareas diarias, como estableciendo el tiempo de realización de las misma, que se ajusten al horario laboral, es crucial para crear un balance entre la vida personal y laboral. Es vital establecer la diferencia entre lo importante y primordial.

Lead by example. An effective way to inspire your team to achieve work-life balance and prioritise well-being is to do the exact same yourself. Managers often forget how influential their actions and reactions can be. If you get flustered when deadlines are quickly approaching, your team will too. If you fail to manage your own burnout, your team will too. If you communicate clearly and engage empathetically, your team will too. Educate and empower yourself to emulate the same commitment to well-being you want for your team.

Como líder, acredito firmemente que devemos ser embaixadores do bem-estar. Nossas ações devem continuamente reforçar que o equilíbrio entre vida pessoal e profissional é essencial, não apenas para a saúde mental e física, mas também para garantir o sucesso a longo prazo no trabalho. É fundamental que lideremos pelo exemplo, demonstrando que valorizamos esse equilíbrio, seja evitando enviar e-mails fora do horário de trabalho ou aproveitando nossas férias de forma regular. Ao fazer isso, mostramos à equipe que o bem-estar é uma prioridade e que é possível conciliar o alto desempenho com uma vida pessoal saudável.

I'm loving this because quite often this very action of personal development in an organization isn't considered. In my case not only did I Lead from example but if for some reason my team didn't get the memo, I would have them schedule it into their week. Every week it was a must to give at least an hour or two to your personal development. And guess what, when that didn't work, I had a clever answer. I would schedule a team meeting every two weeks and partner with each member to bring content that would allow us to bond and grow. It was a theme with each team I had the pleasure of leading that it was a must to continue to grow. I not only backed it up with action I also budgeted for it as well.