Once you have implemented work life balance arrangements, the next step is to evaluate how they are working for you.
- Was the information about flexible work arrangements received by all staff?
- What has worked and what hasn't and why?
- What has been the financial cost to the organisation?
- Have the anticipated benefits occurred - such as improved productivity, improved morale or reduced absenteeism?
- Have there been any unanticipated benefits or disadvantages?
- Have there been any negative feelings from co-workers regarding management of the changes?
- What changes need to be made, if any?
It is important to talk to other employees about how flexibilities are affecting their work. It is possible that a strategy might work well for one staff member and not for another. They may feel their workload has increased to cover for the absence of a person with flexible arrangements.
Managers in particular may find themselves agreeing to flexibility, and then working extra hours to make sure deadlines are met. If a strategy has not been successful, it is important to find out why, so that appropriate modifications can be made.
You may want to consider the following methods to review work life balance policies:
- conduct a business-wide survey
- hold focus group meetings with representatives from each area of the business
- give all staff the opportunity to provide feedback, either by email, in person or in writing
- make work life balance a standing item on the agenda at staff meetings.
Without regular review, flexible work strategies can become static and in time irrelevant or forgotten. Work life balance arrangements must be monitored and assessed regularly to ensure they continue to meet the needs of both the organisation and staff.