Gregory Michael Steinberg of Austin, Texas, Discusses Why Corporations Would Be Wise to Consider Employee Work-Life Balance

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Gregory Michael Steinberg of Austin, Texas, notes that competition levels are high for crucial industry positions. While people often consider what prospective job seekers need to do to appeal to those hiring, Gregory Michael Steinberg of Austin, Texas, believes companies looking to attract top talent need to consider what they bring. Many toxic corporate cultures saw their employees enjoy an improved work-life balance during the shift to remote work during the pandemic – only to call all employees back to the office. Now, top talent often seek positions that allow them the freedom of working remotely.

Gregory Michael Steinberg of Austin, Texas, on Why Corporations Should Do More to Ensure a Healthy Work/Life Balance for Their Staff

Just as with life, sometimes companies need to give something to receive something in return. Gregory Michael Steinberg of Austin, Texas, believes that companies that get their incentive correctly set their employees up for success and motivate them to achieve goals for themselves and the corporation they are proud to work for. To create a healthy working atmosphere for employees, there must be buy-in at the top of an organization. It takes leadership to accept that work will need to be done to understand what is dragging down the wellbeing in the company. It’s easier to ignore such things, but the long-term health of any organization is often dependent on ownership’s ability to recognize faults and work to create positive change.

If corporations were to ask employees what perks they would want, a majority may respond by looking for paid time off. It’s actually common for companies to offer unlimited paid time off as long as employees are meeting their requirements. The issue is that their requirements don’t typically allow for more than a day off at a time. The key is for companies to off a realistic amount of paid time off. As much as people may love the idea of unlimited vacation days, there stress is going to be through the roof if every time they take a vacation, the work is insurmountable upon their return and their job is now in jeopardy. Gregory Michael Steinberg of Austin, Texas, recommends that corporations make expectations regarding paid time off very clear. HR should look to setup clear communication across an organization so that employees can pick one another up when others are on vacation. This also ensures that people are not taking the same days and causing a company’s production to fall apart.

Paid leaves are even more important to an employee than paid vacation days. Paid leaves are for life events like welcoming a new baby or grieving the loss of a loved one. Gregory Michael Steinberg of Austin, Texas, is a big believer that vacation days should be enjoyed. Corporations that force their employees to take vacation days to attend funerals are going to have a tough time holding onto their employees or attracting top talent. Workers are much more likely to seek out companies that are there for them in their times of need.

Gregory Michael Steinberg of Austin, Texas, believes in a managerial style that trusts an employee to make the proper decisions. With that said, it’s on the corporation or manager to set clear ground rules regarding expectations. For instance, Gregory Michael Steinberg of Austin, Texas, would allow employees to leave work during the day to pick up their kids or attend a child’s sporting events. However, the expectation would be that the employee would fulfill their requirements by working a bit later on another day of the week or picking up some extra work outside of regular hours. Managers can offer that flexibility to employees who have earned their trust. Most talented individuals will greatly appreciate mutual respect and reward their company by providing maximum effort when they work.

Corporations that provide the best work-life balance don’t have blanket rules for all employees. Getting to know individuals is a great way to understand personal circumstances and tailor incentives based on their personal and work needs. Some people won’t want a lot of flexibility. Some employees will seek out companies that still provide a traditional office setting. Providing options based on the induvial makes it much easier to attract employees to stay for the long haul.

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