Como você pode usar as habilidades de comunicação para apoiar um equilíbrio saudável entre vida pessoal e profissional para sua equipe?

Set expectations around working hours, response times, and availability is important. Clearly communicate boundaries to avoid burnout and ensure personal time is respected..

There are "expectations" whether you verbally say them or not, so it's essential to make them explicit. If, as a team lead, you don't want your team working overtime because you know it'll impact their well-being - talk about that. Call it out. Talk about why it's essential not to work overtime and why there's a more significant issue around workload. By communicating and facilitating discussions on these, your employees won't just "assume" the norms. They will feel better about putting their well-being first without consequences, and you can cut to the root problems.

Drawing from my experience in Marketing and Communication, I emphasize the importance of transparency in setting expectations. By clearly articulating project objectives and timelines, and openly discussing resource availability, I ensure my team feels equipped and confident in balancing their professional and personal commitments.

How can anyone meet the requirements if you have never plainly stated what you need from them? The realtionship between leader and team is at its root still a transactional interaction. You require XYZ completed, therefore you need to clearly define what your expectation of XYZ is.

Clear communication about the task/project , deadlines and quality is the key here. Once expectations is set , important to step aside and give the team their space to work. It is imperative to be available for team members whenever they need your help - for work purpose or for any personal exigencies. Communicate clearly that you have their back at all times irrespective of the final results. Appreciate the work put in at all times.

Utilizing my coaching skills, I focus on providing balanced feedback that not only highlights areas for improvement but also recognizes individual strengths. This approach fosters a positive work environment, encouraging team members to continually develop while maintaining a healthy work-life balance.

We cannot continue to grow unless we know where we need to improve. Giving concise and constructive feedback is key. Ensure you have establish a compassionate tone and the attitude of a mentor rather than an employer.

As a line manager in a cross-cultural set-up, I would cover expectation setting, flexibility etc. quite by default. What really matters is to have an open and honest, heart to heart conversation with colleagues reporting to me, about what is ailing them. As important as it is to be a manager, it is important to listen actively as well. Sometimes, that is all that people need in a busy day. It is not just about technicalities but also about addressing feelings. Managers fail miserably when they assume they know what is ailing their line reports or peers. If we listened intently, we would bring real value to the work-life balance quotient, because your actions are now based on the real issues instead of perceived ones.

Promote flexibility and open dialogue to accommodate individual needs.. Line manager can consider this while shift scheduling or project management

In my role as a Positive Leadership Coach, I advocate for adaptable work arrangements. This flexibility, tailored to individual and team needs, promotes a harmonious balance between professional responsibilities and personal well-being, enhancing overall productivity and job satisfaction.

Offering flexibility for work-life balance is crucial. It not only humanizes organizations but also contributes to a positive team dynamic. By providing flexibility, teams can feel a sense of well-being, fostering an environment where expression is encouraged, harmony is nurtured, and stress is minimized. This, in turn, allows team members to perform at their best, creating a more vibrant and effective work culture.

This is easy: CARE. Hire professionals & treat them like professionals. Don’t micromanage. When something happens (and $&@! always happens) - cut people a break. They will remember run in the future - when you need help. Show some grace. Dial back the drama - to help your team. Thanks - Sheila

Leveraging my Chief Happiness Officer certification, I prioritize empathetic communication. By actively listening and responding with understanding to my team's concerns, I foster a supportive atmosphere where each member feels valued and motivated to integrate work and personal life effectively.

Empathy is the cornerstone of human cohesion. It is interwoven through every interaction in our society and as thus is the best foot forward. Not only is it an ethical and productive way to conduct yourself in the professional world but it is also very easy and cost effective to simply care for other people. Despite all of the immediate benefits, having someone walk away from a meeting with a smile is one of the best rewards there is. Be better, it's harmless.

Reflecting on my diverse experiences in the pharma industry and consulting, I've seen how cultivating a culture of gratitude and kindness significantly uplifts team morale. These values, when embedded in daily interactions, can profoundly enhance work-life balance and overall team dynamics.

Numerous studies have shown the impact that creating a culture of psychological safety has on employee engagement and wellbeing. That means creating a climate where employees feel safe to communicate the hard stuff, including when psychosocial hazards like excessive workload, inadequate resources and low support arise. One of the most impactful communication steps a leader can take to create this culture of safety is to drop in first, embrace vulnerability and share their own lessons and challenges around work life balance, stress and other associated challenges. This let's team members know these topics are safe to discuss, and the earlier they are raised, the sooner something can be done about it.

Lead by example 🙌💪 To promote work/life balance every leader needs to set up the pace and lead by example. 💫Disconnect 💫Be conscious of when you are sending emails and messages to your team 💫Make self-care a priority 💫Delegate and empower while on vacation The more your team sees you leading the way, the more comfortable they become in creating their own work/life balance

Set up a regular wellbeing check-ins. Ask and listen. Be supportive. Wellbeing is a different for each person, so if it's possible, there should be tailor made approach. In wellbeing talks - don't be defensive, don't argue and don't promise a solutions that you can't fulfill. Rather listen, maybe share your perspective and how do you feel about your own wellbeing and help team member by providing specific tools to help them recover their balance.

Using a supportive and coaching model helps teams with a focus on people first and wellbeing as the most paramount and fostering spaces and conversations that promote wellbeing and inclusivity. Acknowledging key strengths and showing value for what people do as well as team conversations around areas for development turned into goals for which everyone has a responsibility for and highlighting that irrespective of roles, the organisational goals are what everyone is working towards. Developing competencies and supporting all staff with training that helps to improve the quality of work is essential as well as whole work reviews and assessments.