Simply demanding a work-life balance

Simply demanding a work-life balance

Real benefits, more satisfaction

More leisure time, more participation, more self-realization – whoever wants this from their job has better chances than ever before: Because in times of a cross-sector shortage of qualified staff and the pressure to keep pace with digitalization, well-trained skilled workers are becoming more and more valuable. In order to recruit and keep attractive professionals, employers must now focus on contemporary benefits and extensive employee satisfaction. Perfect timing to demand services and offers for a real work-life balance. ManaJump shows what is possible for employees today: The ideal checklist for job interviews and renegotiations in the old job.

Work-Life-Balance is the new salary

Time is money – that was before, today it is said: Time is priceless. Even for a generous top salary, there is hardly anyone left to have for a life of work around the clock. Of course, there is no laziness behind this – but simply the strong desire for a good work-life balance. Today, many people are still willing to give everything on the job, but simply not everything for the job. Just as important as professional success today are free time for enriching experiences and travel. Lifetime that can be arranged intensively is worth more to many than money, also because we are far less attached to conventional status symbols than the generations before us. Employers who are unable to offer a well-adjusted work-life balance today will fall by the wayside in the race for skilled workers – and human resources managers know this very well. This means, for example, that companies used to be asked for a day off, but now they often offer it as a standard, even once a week.

Demand and negotiate leisure time:

  • Flexible compensation for overtime in return for free time
  • 4-day week
  • Flextime Models
  • More than legally regulated holidays
  • (Paid) Sabbatical Regulation

Organic lunch instead of a bonus – fitness instead of a company car

Status thinking has radically changed in the last fifteen years: Who does nowadays still dream of a big home or an expensive car? People prefer to invest in hobbies, travel, fitness and health, so to speak in experiencable values. And while in the past people used to be tempted by a company car, it’s not just young city dwellers who prefer to ride their bikes to work: it’s cheaper, faster and reduces CO2 emissions. Sustainability in general, a responsible approach to the environment and its resources, is a major issue for more and more employees. In this respect, an organic fruit basket at the office is far from being enough – even if it is now standard in job advertisements under Benefits. Graduates and young talents in particular choose employers on the basis of the company’s positive sustainability balance sheet and corporate responsibility. This is not easy to demand during negotiations – but it has a lot to do with one’s own conscious way of life: Personnel managers now also know that this is more important to employees today than petrol-eating company cars or a team breakfast once in a while. And even privately usable technology or even rent subsidies in expensive cities are no longer no-go gratuities.

Demand gratification and negotiate:

  • (E-)Bike and Public Transport Subscriptions
  • Internal fitness offers or assumption of costs
  • Subsidies and assumption of costs for health services
  • Fruit, snacks and healthy lunch offers
  • Subsidies for catering costs
  • Private Smartphones / Tablet / Notebook
  • Rent subsidy or company apartment

Career AND family – not or.

The more well educated women are, the less willing they are to give up their careers to start a family. On the other hand, fewer and fewer people want to give up their family planning for their jobs. Today’s generation of women can no longer be reduced to the role of mothers. At the same time, they want to be supported by society and their employer in their decision to be a mother. Fathers also want to see their children not only on weekends, but actively participate in their upbringing. Anyone wishing to recruit well-qualified workers today must no longer regard work and family as alternative, mutually exclusive lifestyles. An attractive employer must present itself as family-friendly and create appropriate offers for women and men. Flexible parental leave models, childcare facilities, working hours that can be defined by the employees themselves and free choice of the place of work are therefore easier to demand than ever before.

Demand and negotiate family friendliness:

  • Flexible and extensible parental leave models
  • Company kindergarten and / or internal childcare facilities
  • Cost absorption or subsidies for external childcare
  • Flexitime models and home office options
  • Part-time options even for more demanding jobs
  • Training fund for employee children
  • Apprenticeship and further training

Self-fulfillment instead of just corporate goals

Today it is no longer a question of climbing up the career ladder – rather, the way should also lead upwards in terms of self-realization. This starts with being able to contribute one’s own personality and individual abilities to the job instead of just working according to a scheme. This requires creative and hierarchical freedom. Employers are increasingly measured by whether they allow their teams to help develop and support work and solution processes, i.e. whether they are capable of leadership 4.0. Industry 4.0 not only makes a new form of leadership necessary, but also creates the workplace 4.0: Innovative concepts of cooperation have not only arrived in trendy start-ups. With agile work (workplace) distribution, home office and Co., even companies at rather unpopular locations can score points with professionals. Optimal team leadership, participation in work processes and modern workplace design can therefore be demanded just as much as constant offers for the ideal training and further education

Demanding and negotiating self-realization

  • Location-independent work: Remote / Home Office
  • Agile Work-Flow-Design: Scrum, Design Thinking etc.
  • Participation in project and work process design
  • Diversity and Change Management
  • Internal training and learning opportunities
  • Grants for external training options and coaching

 

Read more
ManaJump expert Boris Kasper on leadership 4.0: Competences for the new world of work
Get every job: Interview: the six winner answers

About Nathalie Wendt

Nathalie WendtNathalie Wendt is a freelance content and social media manager. She is the editor of the ManaJump blog and is our all-round professional for text and communication.