I’ll be the first to admit that "Working for Balance" series is personal. Like most working parents, I struggle to balance my work and family responsibilities. I love my job. I also love my kids, and I want to be an active participant in their lives. In researching this series, I learned this work/family life struggle is common for most working parents.
The first piece in the series focuses on stress in the workplace. I was shocked by how low this is on the radar screen at most companies. According to the American Institute of Stress, worker stress costs American industry more than $300 billion dollars a year. And given that New York is the financial capital of the world, I expected to find lots of programs to address stress. But that is not the case. Part of the reason I profiled Virginia-based The Motley Fool, is I liked the firm’s goal of having an anti-stress culture. They also recognize that there’s no one-size-fits-all method to stress reduction.
The second piece looks at the pluses and minuses of the 24-7 workplace. I have to admit, I am a bit troubled by how emotionally attached some people are to their Blackberries. I know people who sleep with them, eat with them, even take them into the bathroom when they shower. I love my iPhone. But I also have no problem setting limits. For example, I typically put away the device between 6:30-8:30 p.m., time I reserve for my kids. I would like to see more people set these kinds of limits.
The third piece puts into perspective how “family friendly” the US workplace is -- compared to other countries. Clearly, there are many companies that offer paid sick days, paid vacation days and flexible work arrangements. But plenty of firms do not. About half of all private sector workers do not get any paid sick days, a statistic I find sad.
There are two things I am sorry I could not fit into this third piece, for time reasons. One is an alternative to mandatory sick days proposed by James Sherk at the Heritage Foundation:
Congress could also help Americans prepare for illnesses by creating sick leave savings accounts. These accounts would operate like a traditional IRAs. Workers could put pre-tax dollars into the accounts, which they could invest in various low-risk bonds and similar savings vehicles. The government would not tax earnings in the account, and when workers need time off work because of an illness or to tend to a family member, they could draw on these savings. The same tax advantages that encourage employers to match contributions to a 401(k) plan would also apply. Upon retirement, any unused funds could be rolled into a retirement account or taken as a lump-sum, tax-free payment.
The other is the status of paid family and sick leave campaigns across the nation. At least two cities -- San Francisco and DC -- have already passed paid leave laws. New Jersey has passed one too, although the law has not yet gone into effect. At the national level, there’s the Healthy Families, Healthy Workplaces Act, sponsored by Edward Kennedy, which would give certain employees up to 7 sick days a year. However, no one thinks that federal bill is going anywhere, especially in an election year.
I would welcome any feedback on our "Working for Balance" series (which begins August 19th) and special (which airs September 1st). I would also appreciate any tips from you -- on how to balance a demanding job and a demanding family!
Comments
Thank you, Erika, for this interesting series.
I have been having problems trying to even maintain good health with my last 2 jobs in Southern California. I am a PhD level pharmaceutical statistician with college and graduate degrees from the top and top 15 programs in the U.S. I have had a pretty successful career (5 promotions or so within 7 years) and I bring home a decent pay. But at the same time, it has been a mixed blessing with the work conditions that we have. We work with multiple MDs on multiple projects in different therapeutic areas. I get phone and email messages around the clock, some at 3 am. We have regular meetings from 7 am to 5-6 pm. A lot of employees in statistics and immediately related areas are unhappy with our work conditions, yet we have specialized training in this area, so it is hard to switch. Turnover rate is very high. Number of employees keep shrinking while the number of projects keep growing and we cannot turn any new project down. Our supervisors keep assigning new studies to us. We're told that it's typical and that we should work 10-11 hours a day on a regular basis, and work more whenever we have more major deliverables (which is about once every 1.5-2 months or so).
With my last job in San Diego county, it was even worse since we had only 2-3 statisticians so I was unable to even use up my accumulated 100+ vacation hours unless I really pester my supervisor repeatedly (which is not easy to do when you're overloaded with projects). I had to work extra long hours for a few months for a major deliverable and then gotten sick from the grueling hours and workload and took 14 hours of sick leave. My supervisor complained extensively about it to me and to our HR department. My supervisor could not provide any proof when requested so no discplinary actions were ever taken, it was nevertheless one of the most unpleasant experience I have ever had and it raises questions in my mind. How does one deal with these sort of situations properly? Does one need to know one's state employment law? How does one find that sort of resources? It also makes one wonder how common these situations arise.
I have to see my doctor regularly to get medical help for chronic conditions related to long hours in the office. This past year, my medical expenses went well beyond my flexible spending account amount.
I have run into at least dozens of people in this industry with similar problems. Most people seem to just switch to another job and hope for the better. Some run into problems when the prospective employers ask for the reason for leaving the last job. When it's your word against your supervisor's, it might make your job application look unpalatable. Especially when there might be other candidates under consideration for the same job.
Any tips are highly appreciated.
p.s. Some of the issues above are related to the fact that there are Directors in technical areas who are not qualified to be in their positions. I have seen how mid- to higher-level corporate executives lie (or cheat or take other people's credits) to get to their current positions. Since they are unable to do any of the work themselves, they might not even fully realize when they are being completely unreasoanble in their demands. Of course, some of them probably know that they are being unreasonable and would simply like transfer their responsibilities to direct hires.
This is a terrific series! Kudos to Erika Miller for exploring some of the issues that affect all of us. I hope that NBR does more specials on work/balance -- I'd love to hear more on issues such as carving out time to take care of elderly or sick family members (vs. kids), how dads may be perceived if they opt for flexible hours, and the truth behind those "best places to work" accolades (it seems like the innovative work/balance policies are often better suited to administrative rather than managerial staff). I'll stay tuned...
"Working for Balance" was a fabulous series. It was well-reported and written. Ms. Miller really did her homework. I particularly appreciated all of the psychological and sociological research detailing how work stress affects people and how just a little flexibility (and fun!) can go a long way in productivity. If only we could all work for Motley Fool! I look forward to more series from Ms. Miller. She's definitely got the journalistic chops to do this stuff.
Dear Mr. Lemon, I really get frazilled when the person sitting next to me is talking loudly OR softly on his cell phone OR "banging" on his computer. Since I don't use an Ipod, Bluetooth or other ear devices that drown out sound....I am at real disadvantage. I guess it's the ol' "low tech" options of ear plugs for me. Now the guy that developed those devices did humanity a REAL service !!!
Work-Life Balance was a great feature - I loved the change of pace from the show's typical format. The report was very relatable - I would enjoy seeing more series like this.
I'm a bit unclear why granny8213 speaks in such absolutes when she states that 'Technology is certainly making life harder....not easier!'
The only technology that makes my life harder is the person speaking loudly on their cell phone on the train.
Seeing your program makes it very clear that treating people well - more play facilities - better medical benefits - more vacation time - leads to a better, more productive employee. You did a great job showing the corporate world that treating employees well is very cost effective. It was a wonderful series, hope to see more!
I must disagree with the comments from Lynn Finegan. The solution to balancing work with home life is not another law! Forcing an employer to devalue the efforts of a childless employee is discrimination against that person.
I wonder if the people she interviewed for her thesis are out of step with the rest of the country. Where I live there are a tremendous number of work-from-home parents of both genders, and moms & dads share the drop off and pick up at school & sports. We have dads who are Girl Scout Leaders and manage after school academic programs like Destination Imagination. Likewise we have moms who are soccer coaches. This isn't a unique town, just another middle class NJ suburb. Maybe it's just a matter of time before this attitude spreads to her neck of the woods.
Erika,
Bravo! I imagine countless managers across the US viewed your excellent reports on the bottom-line benefits of a family-friendly workplace.
My hope is that they are now motivated to make the needed changes which will benefit both their companies and the quality of life of their employees.
Pat Katepoo
WorkOptions.com
TimeOffTactics.com
Your Labor Day special was terrific. I forwarded links to my boss today!
Nice program. As I was watching, my wife was preparing for the up-coming opening day of school as a 2nd grade teacher. She is totally committed to the profession, teaching in an independent community Christian school. She is working for about half the take-home pay of the public district, works easily 18 hours a day from before the start of the school year until after the school year closes. Pay is only for teaching days with no compensation for prep work. There are no benefits except for 2 personal days during the school year, a very small contribution to a 401k, and undefined sick days (if you're sick you still have to prepare classwork for the sub to present.)
Your overview of the problem goes straight to the heart of what is wrong with our school systems. Lack of prep time, low pay, long hours, social/govt. expectations and all the personal problems of the children and families.
I would like a video of the whole program to send to the school board.
Thanks,
Jeff
Your Results only, work story is only an option for such a small segment of companies, it was actually annoying, because the speakers pretended as if it was possible at nearly all types of businesses. Any worker who actually has to perform a physical task is not able to come and go when ever, it was silly.
I thought this special was terrific -- informative and interesting. I hope to see Ms. Miller do more of these types of special features in the future.
We enjoyed all three of the Work/Life series immensely and look forward to seeing more of this type of program.
Excellent series - thanks, Erika!
I just finished a Master's degree (Organizational Psychology) thesis on work-life balance. I would love to work in this area to help employees. I am looking for a job. I was shocked to see that even though work-life programs exist in companies, employees are afraid to use these programs since it will jeopardize their jobs. Still in 2008! The negative effects include job loss, job demotion, salary decrease, etc. I found that an old-boys culture still prevails in the majority of companies. Face-time of 60-80 hours/week is mandatory to being promoted. Any use of work-life programs decreases face-time and thus, any chance of being promoted. I interviewed employees who had used work-life programs with their boss' support. Yet when I interviewed their boss, I discovered that the lack of face-time was a factor in that employee not being promoted in 2008. The employee had no idea that her use of work-life programs had hurt her job advancement. We need laws that regulate work-life balance! Work culture is very difficult to change even with work-life policies in place! Managers need to be trained on how to manage work-life benefits and they should not get a raise/bonus if they discriminate against workers who used work-life benefits. Also, if men used work-life benefits as much as women have to use them (as the main caretakers), then women would have a better chance to be promoted. I feel that the workplace in this country is back in the early 1900's when the workplace was unregulated and 12 hour days were the norm. As a management professor at San Francisco State told me, "Employees are becoming willing slaves." Keep your eyes open for the big class-action lawsuit against Bloomberg financials in New York this fall. 54 female employees experienced negative job repercussions because they used federal maternity leave or because they were pregnant. Only in the USA!
Dear Erika, Once again you "hit the nail on it's head" when you described people who are always checking their blackberries. Even though they are in your company....they are not "in the moment" in the time they are spending with you. It's rude and sad at the same time that they can't savor the shared time. If you can tell me how to politely tell them to get into the present, I'd appreciate it. Maybe Fritz's girlfriend has the answer as well? Technology is certainly making life harder....not easier !
I have to admit that I can't stop checking my Treo. It really bothers my girl friend who tells me that we should be free to enjoy a romantic evening. But, just like that lady said in Erika's piece, some of us are always in alert mode. My workplace expects us to always be available--and I think that is more common than not.
I also thought that it was very interesting to compare our times to pre-industrial times. Families were closer before the industrial revolution because they didnt get broken up during the day.
thanks for your ideas.
Dear Angela,
I'm glad you enjoyed the stress story!
I'm told by our web producer that the segment will be posted on the “Working for Balance” page of the website today. Please, let me know if you have any success convincing HR to make changes!
Regards!
Erika
What a wonderful piece on work/life issues. I worked for a company called Work/Family Directions founded by Fran Rodgers in the 80's who recognized the positive outcomes of family-friendly companies. Most companies with this reputation do much better in the long run with happier, more productive, less absent employees. A better bottom line is a cogent justification to provide these benefits to employees.
Thanks for bringing to light the ways in which companies can enhance their employees' work experience and their own profit at the same time.
I simply loved your profile about the Motley Fool's workplace environment and I hope you will post the video on the site. I would like to take it to my HR department.
Dear Erika and NBR, Thanks for doing such an indepth report on MOTLEY FOOL! I live near Alexandra and have heard wonderful things about this company. I believe that you are among the first to do a report on this worker friendly company. I want a job there !! I LOVED the change of format from your usual show. Keep up the great work and keep "shaking things up".....more in-depth reporting.... instead of 2-3 minute reports, PLEASE! Oh yes.....you're beautiful as well !!!!!!!!!!!!!!!!!!
The culture shock between DC and TMF is amusing. I don't know if more reviews is the solution. They can become pro forma in some organizations. A good authentic attitude by management is more important than the process, especially with knowledge workers. TMF succeeds because it realizes the importance of its people; all too often in DC the employees are objectified.
PTO savings accounts? Can I have my business expense (personal) savings account now please? i.e. pay all my expenses with pretax dollars.
Why should workers take the risk, when they really need some insurance from disaster. It's unclear that most people have the management expertise necessary to handle the vast array of differing accounts and rules. To a man with a hammer all problems are a nail.
We were honored to be selected by Erika and NBR.
My belief, (in reply to Granville Haines), is that many more companies can and should adopt similar policies.
Applying these basic principles won't play out the same in every industry and at every business. But I think putting together a) an increase in the frequency of performance reviews alongside b) greater flexibility and freedom for employees makes sound economic sense. Matching performance requirements with freedom & flexibility motivates me and all of us Fools to excel.
Thanks again to PBS for telling our story.
Tom Gardner
Founder, The Motley Fool
TomG@fool.com
The visit to Motley Fool,and there way of managing employees was very enlightening. Greater satisfaction at work and greater productivity. Shouldnt a win-win situation like this be adapted everywhere? Is this supported by behaviorlist schools of economists? Please do more like this.
I'm fascinated by the idea of sick leave saving accounts, and hope you can touch on that in a future story. Too many people expect regulation to make their lives easier, when in fact the repercussions are more likely to cause worse problems. I hope Sherk can find a champion to promote his proposal instead of the Healthy Families act.