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Pressures, hectic schedules and long working hours often take a toll not only
on their health, but also relationships at home and social engagements. How
do the mid career employee and the employer handle this? Read on to find out.
The fact that employees in swanky buildings of prospering Indian firms take
home hefty pay packets every month can paint a rosy picture of their lives in
anyone's mind. However, it takes a closer look to see another reality, which
is not so bright. The reality that their lives are marked by pressures, hectic
schedules and long working hours which takes a toll not only on their health,
but also relationships at home and social engagements.
Ratna Rathore, a senior bank executive in Delhi, is one such professional. She
leaves home before 8:30 a.m. and gets back home not earlier than 9:30 p.m. almost
every day. "Having a relaxed meal in the afternoon is a luxury I cannot
afford," says Rathore, who is in her twenties, adding that apart from weekends,
she hardly gets time to interact with her parents.
It is true that there is no substitute for hard work, especially for the Indian
professionals who are beginning to make a mark in the global business world.
But, striking a balance between work and personal life is equally imperative.
After all, one cannot be expected to make a living at the expense the quality
of life that all humans deserve.
Mid-career professionals need it more than ever
The fact that mid-pros need to fulfill certain commitments for spouse, children
and aged parents, apart from their hectic work schedule, is hardly understood
by many. In the late thirties or early forties, these middle career professionals
do a juggling act between work and home.
The Delhi-based psychotherapist, Jasmeet Kaur, believes that mid-career professionals
are most prone to having work-life imbalance. "Since they have already
worked for some years, they begin to realise that they have only finite time
while they have yet a lot to do and they have not reached the position they
desire. This crisis often leads to a tendency to overwork to achieve things
faster, and the work-life balance gets disturbed," she explains.
"One must not act while she or he is facing this anxiety. Being led by
the feelings can be disastrous. One must take time to understand the feelings
and realise that it is natural to have those feelings," advises Kaur.
The fact that mid-pros need to fulfill certain commitments for spouse, children
and aged parents, apart from their hectic work schedule, is hardly understood
by many. In the late thirties or early forties, these middle career professionals
do a juggling act between work and home.
The work-life balance is also essential for the professional growth of a person,
she adds. Research has found that a healthy balance increases the individual's
professional productivity due to a sense of greater self-confidence, it helps
in the ability to communicate effectively, and it boosts morale - which ultimately
helps the organisation as well.
Employees at the Receiving End
In a recent research conducted by the Assocham (Associated Chambers of Commerce
and Industry of India) on job satisfaction levels, a majority of senior employees
in both private and public sectors complained of high tension, heavy workloads
and long working hours. Besides, around 85 per cent of respondents in BPOs and
call centres, engineering and construction companies, stock markets, textile
and garment manufacturing units, export houses, retail malls and multiplexes,
hotels and transport companies said they were dissatisfied with their jobs mainly
due to work-life balance issues. Most of them work for more than 60 hours a
week, as compared to the 40-48 hour norm in Europe and the U.S., noted the research.
Rise of the Indian Economy
The need for work-life balance is a post 1995 phenomenon. Opening up of the
Indian markets, globalisation and competition has resulted in changing dynamics
at the workplace. Along with a hectic work schedule are hitherto unknown salaries
and perks, but after a few years of the hard grind, middle level employees want
a slowdown in pressure. Burnouts, stress-related issues, behavioural problems,
absenteeism have all come to the fore.
Advancements in technology have added to the woes making it easy for people
to bring homework. In IT and ITES, it's been found that it's not possible to
draw strict boundaries between work and home. Mobile phones, PDAs and internet
help superiors keep connected to employees.
Organisations have woken up to this and have ushered in policies and programs.
But, it's not always followed in letter and spirit. Many multi-national companies
(MNCs) and large Indian companies, such as HP, Mindtree, Wipro, Infosys, and
IBM, have telecommuting policies, but they are for specific roles and are left
to the managers to approve.
Ritu Anand, Vice-President and Deputy Head of Global HR, TCS, says: "The
knowledge industry is characterised by a very young and dynamic workforce. The
new breed of IT professionals aspires for a work environment that is holistic,
balanced and complete. A flexible work environment and work-life balance are
key drivers of employee satisfaction."
Anand goes on to say that at TCS, they strive to make work a joyful experience
and encourage work-life balance through "Maitree", a unique platform
for all employee engagement activities.
The knowledge industry is characterised by a very young and dynamic workforce.
The new breed of IT professionals aspires for a work environment that is holistic,
balanced and complete. A flexible work environment and work-life balance are
key drivers of employee satisfaction.
- Ritu Anand, Vice President and Deputy Head of Global HR, TCS
"TCS offers a flexible work environment where employees are given the option
to work part-time or work from home under special circumstances. We offer adoption
leave to the parent irrespective of the gender. If some of our female associates
choose to discontinue work for a temporary period of time due to family commitments
and rejoin the organisation at a later stage, continuity of service is considered.
Employees also have the option to go for sabbaticals," she adds.
Individuals do benefit from corporate policies
Many organisations, especially in the IT industry, have introduced several work-life
balance policies. For instance, the employees can now choose flexible working
hours and number of days for work or opt for a part-time assignment. They can
even avail a job-sharing arrangement to divide the workload or work from home
by way of telecommuting.
In fact, it is India's IT industry that is believed to have pioneered work-life
balance policies to increase their employees' productivity and retain them.
For instance, NIIT introduced special allowances for dating and engagement besides
other people-friendly measures several years ago.
Biswabijoy Sen, Associate Consultant with TCS, says that the "Maitree"
has greatly helped him to balance work and life. Sen, the lead singer of TCS
band "Kollage", recalls that the six-member band had been given a
place for practise after the office hours, and all the equipment was bought
by the company. "We also released an album, 'June', which was greatly appreciated
by TCSers. What was really encouraging is that our CEO took a personal interest
in the making of the album," he says.
Women Bear the Brunt
"The entry of a large percentage of women into the workforce is adding
to the complexity," says Ganesh Chella, founding CEO of Totus Consulting
and co-founder of Coaching Foundation of India.
The entry of a large percentage of women into the workforce is adding to the
complexity. Ganesh Chella, CEO of Totus Consulting
In a largely male-dominated society like India's, women are made to shoulder
all the major responsibilities of the household, be it buying groceries or raising
kids. This is generally true even when the woman of the house has a career.
Not that this attitude is not changing, but its pace is far slower than needed
given that the number of women choosing to have a career is growing by the day.
For instance, about 20 percent of the employees in Motorola India are women.
"For women, the problems are a lot more serious and so they opt out,"
adds Chella. The Maternity Benefit Act of 1961 demands that all women workers
be given a three-month paid maternity leave. Unfortunately, almost all pregnant
working women choose to work till very close to the delivery date so that they
can utilise the leave to look after their babies. But is it easy for nursing
mothers to leave the baby home after three months? And it is not easy even to
go back to work with a feeling of guilt for leaving their babies with maids
or old grand parents. Besides, there is no legal provision for paternity leave,
and therefore husbands can be of little help.
"Here is where it is in the interest of organisations to do something to
'tap into this talent pool' that will otherwise go unutilised," says Ganesh
Chella, founding CEO of Totus Consulting and co-founder of Coaching Foundation
of India.
Need of the Hour
Peter Ellwood, chairman of a unique U.K.-based advocacy group, Employers for
Work-Life Balance, believes that work-life balance is more crucial at this point
in time than ever before. "Demographic and societal changes, globalisation
and advances in technology are forcing business to transform the way they operate.
Work-life balance strategies are a valuable tool in this transformation. They
offer a win-win situation, engaging employees on the basis that there is 'something
in it for them' too, and humanising the process of change," he says.
Case for Balance in India
The industry in the U.K., and elsewhere in the West, is far ahead in this area
than its counterparts in developing economies like India's. Even government
legislations in many Western countries make it mandatory for business establishments
to provide work-life balance to their employees. Yet, there exist groups such
as the Employers for Work-Life Balance in the U.K. and the Centre for Work-Life
Policy in the U.S. Having said this, how much more India Inc. needs to do in
this area is not difficult to imagine.
India makes a stronger case for work-life balance given that the boom in her
economy is a more recent phenomenon which puts the workforce in greater stress
than in developed nations. What's more, India is a service destination for numerous
global business firms due to the availability of cheaper labour, many of who
are required to work in night shifts.
Most Indian professionals find it difficult to cope with the stress levels.
Says Rathore, "Increasing work pressures and the rising need to travel
for work are potential contributors to a new, mounting stress placed on corporate
executives like me. Gone are the days when executives were concerned only about
the bottom line and market share."
Increasing work pressures and the rising need to travel for work are potential
contributors to a new, mounting stress placed on corporate executives like me.
Gone are the days when executives were concerned only about the bottom line
and market share.
- Ratna Rathore, a senior bank executive
Is the Industry Response Good Enough
Are Indian firms helping their employees balance work and life? Independent
HR experts think otherwise.
"Indian organisations are not really doing much and are not likely to,"
says Ganesh Chella, adding "this is not a priority at all. You can see
that many IT (information technology) companies are looking at a six-day week
to bill additional revenue." Although the issue of flexibility and balance,
Chella points out, is serious, "we are nowhere near the level of economic
stability to be able to take it easy". "Also the gold rush is hardly
the time to take it easy for Indians."
What adds to the problem, Chella thinks, is the opportunity which is time advantage
based. "Technology has also invaded our lives." Although cell phones,
palm tops and e-mails are a blessing, the flip side is that they keep one connected
24 hours a day and thereby put pressure on them to pay incessant attention to
work.
Who needs to take the initiative?
As regards finding the time for family and social life, Sen thinks it depends
on how each individual manages her or his time. "If one finishes the work
within the office hours, there will always be time for other engagements,"
says Sen, who has been working with TCS for more than 10 years.
Bank executive Rathore says employees need to realise that they need to balance
work and life for both success at the workplace and a fulfilled life. "Organisations
can only facilitate, but the initiative should be taken by the employee."
Rathore says she is now learning to attain a better work-life balance by utilising
mobility and technology in her daily work schedules. "Technology like Blackberry
increases professional agility by allowing the freedom to work anytime and from
anywhere," she says.
Many organisations today have implemented intranets, virtual private networks
and other knowledge management systems, she says, adding that these technologies
must be used by employees to stay in touch even if it means they have to work
from home for non-work related purposes such as tending to a sick child or parents.
Need for Balance
Says Jasmeet Kaur, a psychotherapist and trainer-consultant in personal growth,
"Human beings don't have just one drive, but many drives and needs. And
to have a sense of wellbeing, these needs need to be met adequately. Work is
very important as it gives a lot of meaning in life, but life is bigger than
work. When our lives are only about work, the ability to meet other needs goes
very low which results in frustration."
Kaur explains that when human beings get older, they have a sense of some control
and mastery over their environment, as they maintain some boundaries and a structure
- that they have set apart time for various things in their lives. "But
once a person allows the need for work to be met at the expense of other needs,
the sense of wellbeing and confidence goes away."
Human beings don't have just one drive, but many drives and needs. And to have
a sense of wellbeing, these needs need to be met adequately. Work is very important
as it gives a lot of meaning in life, but life is bigger than work. When our
lives are only about work, the ability to meet other needs goes very low which
results in frustration.
- Delhi-based psychotherapist, Jasmeet Kaur
Kaur goes on to say that if the work-life balance is not maintained, a person
can begin to experience a sense of emptiness and hollowness which is difficult
to deal with. In addition, relationships suffer and the person begins to experience
loneliness, depression, despair and cynicism.
A result of work-life imbalance can be seen in a survey on career couples by
TeamLease in February 2008. It showed that 54 percent of the respondents felt
they were merely "weekend parents". In addition, 34 percent of the
working couples surveyed felt that since there were two careers the chances
of a divorce were high. Moreover, most participants agreed that working in odd
shift hours had a bearing on their marital relationships.
Recommended Policies
There are many measures that companies can take to ensure work-life balance,
such as employee benefits like child care facilities, video conferencing to
reduce travel, not scheduling work events during school holidays and so on.
A result of work-life imbalance can be seen in a survey on career couples by
TeamLease in February 2008. It showed that 54 percent of the respondents felt
they were merely "weekend parents". In addition, 34 percent of the
working couples surveyed felt that since there were two careers the chances
of a divorce were high.
In her article "When It's Work...And Not Life: Work-Life Balance: A Critique,"
Melissa Arulappan of the Employers and Work-Life Balance recommends some key
measures organisations can take "to respect their employees". These
include identifying the key need or reason for introducing work-life balance
policies, building the commitment to it into the organisation's vision statement,
setting up a special task force, examining current practices, holding joint
discussions with employees to evolve policies - while also identifying possible
barriers, communicating policies through handbooks, newsletters, Intranet and
so on, holding workshops to help managers implement and manage policies, monitoring
implementation and putting feedback systems into place.
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