Creating employee incentives for work-life balance needs to be something that is done at a localized level to ensure employees appreciate (and use) the benefits offered. Just because a company implements an incentive for employees doesn’t necessarily mean that the employees value that incentive.
A study conducted by Catalyst called Expanding Work-Life Perspectives: Talent Management in Asia received over 1,800 responses from male and female employees in Asia. The respondents represented several countries, including:
- Hong Kong
The study was conducted to identify expansion opportunities for women at work. The study revealed that:
- Both women and men in Asia reported high levels of job and career focus and stated that they valued having a good fit between their work and personal lives.
- Work-life related challenges, such as long hours, stress, and the inability to attend to other life priorities, affected both women’s and men’s career decisions but were especially likely to hurt women’s long-term career aspirations and goals more so than men’s.
- There is a “mismatch” between women’s and men’s work-life flexibility needs and the level of flexibility that their companies provide, suggesting that organizations in these regions could be doing more to support employees’ ability to manage work and personal demands.
While this study was conducted in Asia, I believe that this information can help businesses in the U.S. with how they choose what work-life incentives they offer to employees. The best way to determine which incentives to implement is to survey the employees in your business. Find out what they want so that you can deliver quality incentives that are worth more to your employees.
What incentives does your company offer? Are they valued by employees in your company? What incentives would you offer that would increase morale, retention, and production of your employees?