Here's how you can encourage work-life balance among your team without micromanaging.

Para demostrar confianza, primero debes construirla. Es importante conocer a las personas en su escencia; sus intereses, logros, gustos, actividades personales que los energizan y desafían. Es súper importante dedicar tiempo y ser curioso y receptivo para generar vínculos valiosos que permitan generar confianza en espacios de seguridad.

Encouraging work-life balance among our team without resorting to micromanagement requires a supportive and trusting approach. Foster a culture that values efficiency and quality of work over time spent on it. Encourage practices such as setting clear boundaries between work hours and personal time, promoting regular breaks, and offering flexibility when feasible. Show understanding towards personal and family commitments, and lead by example in respecting your own balance. By creating an environment that values life beyond work, you promote not only the well-being of the team but also productivity and job satisfaction.

Managers can improve their team's work-life balance by introducing strategies such as defending diaries, offering flexible hours, keeping meetings structured, defining reasonable working hours, and being vocal about taking time off.

El tema de generar confianza , no sé puede gestionar con decirlo y/o explicarlo está se debe debe construir para que así se transmita entre el equipo de trabajo . Por supuesto , que lleva un tiempo en construirla , pero una vez que el equipo lo tenga como parte suya será un sello característico de la corporación

A confiança é fundamental em todo o processo, visando construir um processo de solidez e estabilidade nas relações, a partir do estabelecimento de expectativas claras, definidas por um objetivo comum.

Mantén un equilibrio en el uso del tiempo y los compromisos para asegurar eficiencia en los espacios de trabajo en equipo y colaboración. Evita generar bloqueos en la comunicación que atenten contra los objetivos. Intenta mantener la flexibilidad dentro de este umbral de restricciones

When I became a parent, I quickly realized how critical flexible work hours are. Juggling daycare pickups, doctor's appointments, & school events alongside work deadlines was a constant struggle. Allowing my team to have flexible schedules made a world of difference. Studies show that 80% of workers would be more loyal to their employers if they had flexible work options. Furthermore, 60% of employees with flexible work arrangements report better work-life balance. Flexible hours aren't just a nice-to-have; they're a necessity for retaining talent & supporting employees' well-being. As leaders, it's our responsibility to create a culture that values & accommodates the realities of our team's lives outside of work.

Muitas das vezes existe uma falta de entendimento em relação a questão do trabalho remoto, entretanto o equílibrio atual está na chave do estabelecimento do trabalho remoto responsável, a partir de um quadro de objetivos propostos.

Uma das formas de estabelecer o equilíbrio, pode ser, a opção pelo trabalho remoto, como forma principalmente de redução do impacto de stress em toda a equipe.

The conventional work-life balance talks of a clear separation of both aspects. I believe that we need an approach that brings "life harmony", integrating work and life seamlessly by being: 1. Proactivity at Work: Anticipate, plan, and adhere to processes created to ensure efficiency. 2. Mindfulness at Home: During our personal time, we need to practice mindfulness and focus on quality time. It’s about spending time on things we love to do and being with family. 3. Setting Boundaries: With the art of saying "no" and practising intentional inflexibility, we can preserve productive hours for meaningful work. 4. Harmony Over Balance: Instead of halting one aspect to engage in another, prefer a blend where work and personal life coexist.

Normalizing therapy as a crucial part of well-being is essential. There should be no stigma around it & acknowledging that everyone can benefit from therapy in its various forms. Whether it's talking to a licensed therapist, engaging in spiritual practices, or exploring other paths to self-discovery, investing in our mental & emotional health should be a top priority. We have a responsibility to create a culture that values & supports our team's holistic well-being. This means not only encouraging our team members to prioritize their mental health but also leading by example. We can help normalize the conversation & inspire others to take steps towards healing & growth. Remember, a healthy and resilient team is a foundation for success.

cultivate an environment of autonomy by setting clear goals and expectations, empowering team members to orchestrate their workflows. This autonomy fosters a sense of ownership and psychological safety, encouraging team members to self-regulate and prioritize personal time. Additionally, lead by example – demonstrate healthy boundaries by respecting core working hours and encouraging others to do the same. Openly discuss the importance of work-life balance, normalizing communication of personal needs and fostering a supportive network where team members can hold each other accountable for maintaining a sustainable work pace.

Empowering direct reports to advocate for their needs and preferences starts with ensuring they feel seen and heard. Remember that part of the beauty of having a richly diverse team consists of having different personalities. Know your team, honor who they are and how they can bring their best selves to the table. If they don't feel comfortable participating in meetings, or having the spotlight on them, don't discount them as team players. Show your appreciation in ways they are comfortable with. If they always raise their hand or offer to speak first, they might feel like a bit of a "personality hire", that they also must fill silent pauses. Highlight their contributions in a way that fosters their desire to participate in team events.

I think first and foremost, you need to encourage this balance through your own behavior and actions. Lead by example. I had a manager once that declared every Friday "Funky Hat Friday" and asked that we don a silly hat for our team meeting. During the meeting, my manager would share their weekend plans, like trying a new hiking trail or testing out a fresh baking recipe. Then they'd ask us to share our weekend plans too. It was kind of silly, but it helped normalize discussing our lives outside work. It showed that our boss valued their work-life balance and genuinely cared about our team having fulfilling lives beyond the office. All it took was them being a bit goofy and leading by example!

Encouraging work-life balance within your team without micromanaging involves fostering a culture of trust, setting clear expectations, and providing flexibility. You should lead by example: Demonstrate a healthy work-life balance, Set clear boundaries: Establish expectations for work hours and availability, offer flexible schedules or remote work options when feasible, encourage time off, provide resources for stress management, exercise, and well-being, recognise achievements, delegate effectively, respect personal time and sending work-related messages outside of agreed-upon hours unless urgent.