Veja como você pode prevenir o esgotamento dos funcionários promovendo a integração entre vida profissional e pessoal.

I am pleased this thread speaks about work-life integration rather than balance. The term balance implies equal but opposite ends of the desired spectrum in our life and hence it is easy to presume that the 'work' part is bad and the 'life' part is the good. To keep a desirable balance therefore we need to hold these two in complete equilibrium. A better way to look at this conundrum is think of it as a balance between love and loathe and to keep them in better balance. There are aspects of our work-life that we love and loath and it is our job to ensure we maximise the opportunities to love our work. We do this best when we are doing the tings we are best at and get the greatest enjoyment from. Being part of multiple meaningful teams.

Flexibility needs communication, it can mean a variety of things. Flexibility doesn't work where the team don't know how much they should be in the office, if they can work abroad, or the process to request a change in their hours or an earlier start time one day. Where flexibility is completely open-ended, you find people use even less flexitime or benefits from it if they don't understand how to use it.

Laisser les collaborateurs échanger leurs jours/ horaires selon leurs besoins privés ( tant que cela reste équitable). Cela donne de la souplesse dans leur organisation privée et cela ne pénalise pas le travail.

Clear communication guidelines detailing what platforms should be used for which kind of communications, start and end times, lunch hours, and giving your team work devices help with tech boundaries.

We do a number of health challenges as a team, it's really fun, a good way to know each other outside of a zoom call, and joins us in a shared mission. Once, the team did a 100 pushups a day charity contest and it got a bit out of hand - people dropping to the floor in team meetings 😅

On peut profiter de moments informels ( repas, pause café, réunion d'organisation du matin) pour "prendre la température du bureau" en demandant : -comment ça va ? - y a t-il du spécial ces temps ? Cela suffit en général pour savoir s'il y a une surcharge de travail. On peut ensuite demander ce qu'il faudrait pour soulager et on recevra des réponses très concrètes et en général faciles à mettre en place ( ex: revoir la répartition des tâches, déléguer une chose pour pouvoir aller à l'urgence, reporter un rdv...)

promoting work-life integration is essential in preventing employee burnout and creating a healthy and supportive work environment. Employers can take a variety of steps to promote work-life integration, from setting boundaries and offering flexible work arrangements to fostering a positive company culture and encouraging self-care. By prioritizing work-life integration, employers can help prevent burnout, improve employee well-being, and ultimately increase productivity and success within their organizations.

Algo importante que aprendí en mi último tiempo como gestora de pasantías es no prometer cosas que no podemos cumplir. Aunque desde RRHH sepamos las mejores políticas para promover la integración de la vida laboral y personal, desde la gerencia pueden no aprobarlas. ¿Cómo actuar allí? 1) Reconocer las necesidades del equipo y plantear soluciones basadas en los recursos con los que ya se cuenta (por ejemplo, dar feedback positivo, implementar pausas activas y flexibilización horaria) 2) Plantear a la gerencia las propuestas de flexibilización en términos de niveles de productividad 3) Mantener un diálogo continuo con el equipo. La escucha activa y el diseño de prácticas en pos de la integración demuestran un compromiso con su bienestar.