Like many workers, Sarah experienced burnout as a result of balancing long hours and personal obligations. Her story is far from rare; according to Grand Canyon University, 70% of workers say that personal perfectionism, workplace culture, or burnout are the main causes of their difficulties striking a work-life balance. Remarkably, nearly 50% of employees claim that having a bad work-life balance has harmed their friendships and family ties. These numbers demonstrate how important it is for businesses to have HR policies that set the welfare of their employees first.

How? Here’s what thought leaders say.

Implement Flexible Work Arrangements

The most impactful HR practice we’ve implemented to promote employee well-being and work-life balance is flexible work arrangements, including remote work options and flexible hours. Employees can tailor their work schedules around their personal lives, allowing them to better manage responsibilities like childcare, self-care, or personal development.

Measurable Impact:

1. Increased Productivity: Since implementing flexible work options, productivity has risen by 18%. Employees report feeling more focused and less stressed when they can structure their workday to suit their natural rhythms.

2. Reduced Turnover: Our turnover rate dropped by 20% within the first year, as employees appreciated the trust and flexibility granted, improving overall job satisfaction and loyalty.

3. Improved Employee Engagement: Employee engagement scores in company surveys increased by 15%, with many employees citing flexibility as a key factor in their well-being and commitment to the company.

By prioritizing work-life balance through flexible arrangements, we’ve created a more engaged, loyal, and productive workforce.

Ana Alipat, Recruitment Team Lead, Dayjob Recruitment

Introduce Weekly Well-Being Hour

One practice is that every employee gets one hour each week—paid—to do something that contributes to their well-being. It could be yoga, a run, a quiet coffee break, or even just reading a book in a nearby park. This isn’t about just checking a box; it’s about encouraging our people to take intentional breaks that recharge them mentally and physically.

The impact of this small but significant gesture has been fascinating. After six months, we saw a 15% reduction in employee turnover, which is pretty telling in a fast-paced industry like ours. Our internal surveys have shown a 30% increase in reported mental well-being, and there’s been a noticeable uptick in creativity and collaboration in the office. 

Employees are coming back with fresh perspectives, new ideas, and a sense of balance that wasn’t as evident before. It’s a reminder that sometimes, the best investment you can make is in the well-being of your people—it pays off in ways you can’t always quantify, but you can definitely feel.

Samantha Odo, Real Estate Sales Representative & Montreal Division Manager, Precondo

Launch Wellness and Mental Health Programs

Offering wellness programs is one HR practice that stands out for helping to promote employee well-being. We created workshops on mental and physical health topics, including stress management.

These programs also included access to mental health resources, making it easier for employees to get counseling and other forms of professional help.

It helped boost our employee engagement, reduced turnover, and improved their morale.

To put it simply, supporting our staff created a healthier work environment where they can stay energized and focused.

Dan Brown, CEO & Founder, Textun

Adopt Macro-Management Approach

In my opinion, macro-management is one of the most effective and easy-to-implement HR practices.

By allowing your employees to work without constantly restricting their work, you create a more productive workforce.

For instance, in our company, we make sure that our employees are free to take breaks if they feel burned out or stressed. We also provide them freedom to experiment with their work. Our managers focus on the end result rather than micromanaging every step.

The impact of this strategy was positive, and the productivity of our employees increased by 28%.

Gursharan Singh, Co-Founder, WebSpero Solutions

Promote Transparency and Set Boundaries

Fostering a culture of transparency and vulnerability by inviting and role-modeling these behaviors, while setting and communicating healthy professional boundaries, has helped us create an environment where individuals feel truly heard and supported. 

Practices like scheduling that email to go out to your team at 8 a.m. instead of 10 p.m. not only help employees manage their work-life balance more effectively but also build stronger, more authentic connections based on trust within the team. 

Embracing openness and respect for boundaries has been key to enhancing overall employee well-being and creating a more engaged and motivated workforce—even during our most challenging times!

Kelly Torrico, Chief Human Resources Officer, Austin Community College District

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About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

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