On September 16, 2014, Cielo hosted the Talent Activation Index LIVE! in Chicago, the first in a series of upcoming roundtable events, that brought together an intimate group of senior HR leadership for collaboration, benchmarking and dynamic conversation.
With findings from the Cielo Talent Activation Index (our global research study of more than 750 talent executives) as the conversation starter, attendees delved into key talent challenges in 2014, how leading organizations are best responding and, with talent strategies directly correlating to business performance, the undeniable need to differentiate.
During the event, a key theme emerged: today, it’s all about work-life integration and alignment.
Attendees agreed on the importance of enabling employee engagement and job satisfaction while also driving the business forward—often deemed “work-life balance.” However, work-life balance might be on its way out. As one leader explained, “As important as our talent is, we don’t talk about work-life balance. We talk about aligning work-style and life-style. Really, it’s about what the employee is trying to achieve in their personal and professional lives.”
Another attendee echoed this cause, “We’re migrating to calling it ‘work-life integration.’ That is, as the employer, meeting the demands of employees’ personal lives—families, relationships, health, values and finances.”
Work-life balance, as a term, tends to pit the two words against each other. As noted in the above quotes and further discussed during the roundtable, companies are trending away from this and finding ways to support their employees in aligning work and life needs. Work can be a healthy and enjoyable part of employees’ lives, support their personal aspirations, and many employers believe they play a role in helping employees find holistic alignment/integration of work and life—rather than looking at these two aspects as polar opposites.
Examining 3 Work-Life Alignment Strategies:
Though not all attendees agreed on the best work-life strategies, there was consensus on the importance of culture and how developing work-life strategies should be employee-centric—for example, “peel back the surface-level layers and find out what most impacts each employee.” Another leader followed up, “Too often we stereotype generations or regions. Get to know your people. Once you truly know your work population, then you can develop strategies that best suit their work-life needs.”
Are you in the process of planning for 2015? Take the complimentary Cielo Talent Activation Assessment – receive your customized report, learn your greatest talent strengths and uncover improvement opportunities!