Aim for work-life alignment rather than work-life balance

Here's one way HR leaders can improve employee engagement

Aim for work-life alignment rather than work-life balance

The COVID-19 pandemic has proven just how important work-life balance is for employees and how a lack of one can cause a mass resignation.

Case in point, many employees are finding it difficult to stay at a job in which the duties don’t align with their personal and career goals. This is one of the main contributors to the Great Resignation, in which companies across the U.S. are experiencing historic turnover. In June, 4.2 million Americans quit their jobs, according to the U.S. Bureau of Labor Statistics, down slightly from 4.3 million in May, which declined only a hair from April, March and February. Since the beginning of 2021, roughly 73 million Americans have fled their positions.

Read more: 7 ways to re-engage a dissatisfied and unhappy employee

Making time for both work and a personal life isn’t enough anymore. After surveying more than 5,600 employees from various industries, Harvard Business Review recently found that employees are focusing on finding a job that fits – even enhances – their personal life goals and routines instead of finding work that gives them time away from the office.

However, striking the perfect balance between your time in and out of the office is challenging and may not work for everyone. That’s why employers should connect their employees’ daily tasks to their individual career growth as a way to increase their motivation to do well and as a way to fit their job role into their personal life, lessening the burden of work for employees in the long run and lowering the turnover rate.

Employees’ motivations change over time as their interests and outlook on life constantly evolve. It’s best for employers to regularly find out what drives their employees and re-shape their job into it. One way to do this is to have discussions with employees and learn what makes them stay with the company, what they enjoy in their job, the factors that make them want to leave and what they think the company could improve on.

Find out six other ways to re-engage a dissatisfied and unhappy employee here.

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