Negotiating Non-Monetary Benefits

At exactly 5 p.m., a former colleague stationed himself near the exit, shouting "goodbye" to colleagues leaving. He wanted to make sure our boss knew who stayed beyond regular hours and who left promptly. This strategy was deliberate; employees, especially women, felt pressured to avoid leaving exactly at or just before 5 due to fear. Many women in the office began stashing their purses and coats in the restroom to avoid appearing as though they were leaving but rather taking a brief bathroom break. The lengths we went to hide the fact that we had lives and obligations outside of work were ridiculous. Now, despite having personal laptops and phones that blur the boundaries between work and personal life, the pressure to "stay late" continues. And so, people find it challenging to juggle responsibilities such as school pick-ups, evening activities, or simply making dinner alongside their #workload. This should not be.  A #flexible workday, anchored by core hours (such as 10 am to 4 pm), allows people to connect with colleagues while acknowledging that they may not be available outside these core hours. This empowers employees to manage their workload according to their personal schedule, fostering a healthy #worklifebalance without needing to hide their life from work. 

India’s workforce is showing signs of exhaustion—and it’s time we address it. A recent study highlights: ✅ 88% of Indian employees feel overworked. ✅ 80% are contacted after office hours to handle tasks. ✅ 70% of employees are contacted even on sick leave or during holidays. When work-life balance blurs, productivity takes a hit. Burnout is no longer just a buzzword—it’s an epidemic. ▶️ Here’s why this matters: 43% of employees report stress-induced health issues. 52% say their personal relationships are suffering because of work demands. Companies risk losing their best talent: 47% of employees are considering job switches for better work-life balance. ▶️ The Big Question: Are we focusing enough on rest as a productivity booster? Countries with shorter workweeks and enforced boundaries (like the 4-day workweek experiments) have reported a 25% increase in productivity and happier employees. ▶️ Isn’t it time we rethink our approach? ▶️ What’s your experience with work-life balance in India? Do you think managers and leaders need better training in respecting boundaries? How can organizations ensure they’re promoting a culture of rest and recovery? Let’s talk solutions—because rest isn’t a luxury; it’s a necessity. 👇

The Karnataka government's recent proposal to extend working hours in the IT sector to 12 hours a day has sparked significant debate. However, as countries around the world are increasingly recognizing the importance of work-life balance, this move raises critical questions about the future of employee well-being in India. In recent years, many nations have begun to prioritize shorter workweeks and flexible schedules, understanding that a healthy work-life balance is essential for both mental and physical health. Countries like Sweden and New Zealand have experimented with reduced hours, reporting increased productivity and employee satisfaction. In contrast, India's proposal seems to be a step in the opposite direction, potentially leading to burnout and decreased morale among workers. A balanced approach to work is not just a trend; it is a necessity. Studies consistently show that employees who maintain a healthy work-life balance are more productive, creative, and engaged. They experience lower stress levels and are less likely to suffer from burnout. By extending working hours, the Karnataka government risks undermining these benefits, potentially harming the very industry it aims to support. It is crucial for policymakers to acknowledge the importance of work-life balance and to consider the long-term implications of their decisions. Instead of extending hours, the focus should be on creating an environment that fosters innovation and well-being. This could include flexible working arrangements, mental health support, and initiatives that encourage employees to disconnect after hours. The health and happiness of the workforce should be a priority, not an afterthought. A healthier, happier workforce is not only beneficial for employees but also for the overall growth and success of the IT sector in India. LinkedIn LinkedIn News LinkedIn for Learning

Want to create an inclusive workplace? Here's your complete guide. Let me share the most effective ways to ensure your communication respects everyone: 1. Default to gender-neutral language - Use "team members" instead of "guys" - Replace "chairman" with "chairperson" - Avoid assuming pronouns, ask respectfully 2. Be mindful of cultural references - Skip idioms that don't translate well - Consider global time zones for meetings - Acknowledge different holidays and celebrations 3. Make accessibility a priority - Provide captions for video content - Share written summaries of meetings - Use clear fonts and high contrast in presentations 4. Check your assumptions - Don't make jokes about accents - Avoid stereotypes about any group - Remember diversity includes invisible differences 5. Create space for everyone's voice - Rotate meeting facilitators - Practice active listening - Encourage input from quieter team members 6. Use plain language - Explain industry jargon - Keep sentences clear and direct - Provide context when needed 7. Address microaggressions immediately - Call out exclusive behavior - Support affected team members - Use these moments as learning opportunities 8. Make inclusion part of daily practices - Start meetings with preferred names - Include pronouns in email signatures - Create inclusive meeting schedules Remember: Inclusive language isn't about being "politically correct" - it's about creating a workplace where everyone feels valued and respected. Would love to hear your thoughts on this. Drop a comment below with your best inclusive communication tip. P.S. Which of these practices would make the biggest difference in your workplace? Let me know below. #workplace #employees #communication

Here’s How You Can Support Better Work-Life Balance for Your Team 🧘♂️🌟 With the weekend approaching, it’s the perfect time to reflect on how we, as leaders, can support our team’s work-life balance. A healthy work-life balance is essential for productivity, creativity, and overall well-being. Here’s how you can make a difference: 1. Encourage Disconnecting 🔌 Remind your team to truly disconnect over the weekend. Encourage them to unplug from work emails and messages, allowing them to recharge and return refreshed on Monday. 2. Respect Boundaries 🕒 Respecting your team’s personal time is crucial. Avoid scheduling meetings late on Fridays or expecting work to be done over the weekend. Show that you value their time off. 3. Lead by Example 🌱 As a leader, your actions set the tone. Make sure you’re also practicing what you preach by taking time off and not sending work-related communications outside of work hours. 4. Promote Flexible Work Arrangements 🏡 Offer flexible work options that allow team members to balance their personal and professional lives better. Whether it’s flexible hours or remote work days, these options can make a big difference. 5. Recognize and Reward Balance 🎉 Celebrate team members who effectively manage their work-life balance. Whether it’s through public recognition or a simple thank you, acknowledging their efforts can reinforce positive habits. Let’s commit to supporting our teams in achieving a healthier work-life balance. A well-rested team is a productive and engaged team. Let’s make it happen! How do you ensure a good work-life balance for your team? Share your tips and strategies in the comments! #leadership #worklifebalance #employeewellbeing #productivity #leaders

I am starting to hear it daily from candidates we are trying to help. Candidates, especially those with disabilities, are becoming disillusioned. See, the thing is, it is ridiculously short-sighted. I know what companies are thinking at the moment: there are a lot of candidates out of work, big numbers. We have the pick of masses. Just because you have a big number to pick from doesn't mean you can afford to drop your standards and think you can have a slap-dash recruitment process. It will come back to bite you. Do you know why? It's because the tides will turn again. It always does in recruitment. At some point, there will not be as many candidates to hire, and it's these times that people will remember. Candidates talk, and news travels fast. They remember the bad experience way more than the good experience. For candidates with disabilities, these experiences can be even more impactful. An inclusive and accessible recruitment process is not just about fairness; it's about respect and common courtesy. Here are some steps to make the process more inclusive: 1. Accessible Job Descriptions: Ensure job descriptions are available in accessible formats, including screen reader-compatible text and large print versions. 2. Inclusive Communication: Use clear, simple language and provide multiple ways for candidates to reach out or ask questions. 3. Flexible Interview Formats: Offer alternatives such as virtual interviews, written responses, or extended time for assessments. 4. Physical Accessibility: Ensure interview locations are accessible, including ramps, elevators, and accessible restrooms. 5. Assistive Technologies: Provide necessary assistive technologies for candidates during interviews and assessments. 6. Training for Hiring Teams: Educate hiring teams on disability awareness and inclusive practices. 7. Feedback Mechanism: Establish a feedback mechanism where candidates can share their experiences and suggest improvements. So let’s clean up our act and start putting candidate experience first. Prioritizing accessibility and inclusivity can lead to a richer, more diverse workforce and a stronger organizational reputation. A respectful, inclusive process is common courtesy. Cheers ID: "A social media post by Puneet Singh Singhal with the handle @puneetsiinghal. The post reads, 'Excluding talent due to inaccessible hiring practices is short-sighted and costly. #DisabilityPrideMonth'" #DisabilityPrideMonth #SDGs #AXSChat #Accessibility #Equity #Hiring #HR #Leadership #WeAreBillionStrong

4 tips on allyship for disability inclusion at work: 1. Work on your own discomfort with disability. That's something that you can take accountability to work on yourself instead of bringing your discomfort to your disabled colleagues or expecting them to resolve it for you. 2. Meet people’s access needs without requiring them to directly disclose their disability or "prove" it. How refreshing it would be if your disabled colleagues could simply state their access needs without being asked why or for documentation. I should be able to request captions without naming a reason. I benefit from captions. It doesn't matter whether I benefit from captions due to my hearing disability or if I had another reason like an auditory processing disorder or being an English language learner. Creating this kind of environment is transformative not only for disabled employees but for everyone. 3. Once you know about an access need, keep advocating without naming names. A specific employee might have an access need like a fragrance free space, but there is no need to name them when advocating in the future. Sample script: "This isn't accessible for everyone. We need..." 4. Be the person who asks this question: "Have we considered disability + accessibility?" You don't have to know all the best practices to create change. You can be the conversation starter and the one who makes sure disability and accessibility aren't left out. Is this helpful? What other suggestions do you have? #DisabilityInclusion #Disability #WorkplaceInclusion

"Work-life balance means you're not ambitious." I openly share my choice to end the workday at 2 p.m. so that I have time for my family. Not infrequently, I get the idea that people think I've given up on my ambitions. That I'm not competitive. That I'm not working hard anymore. Nothing is further from the truth. I'm more fired up, and doing more work than ever! Balancing work and personal life isn't about lacking ambition. It's about being strategic and sustainable in our careers. The research backs that working long hours isn't the solution: 🔸 In a study of consultants by Erin Reid, a professor at Boston University’s Questrom School of Business, managers could not tell the difference between employees who actually worked 80 hours a week and those who just pretended to. 🔸 A study by Marianna Virtanen of the Finnish Institute of Occupational Health found that people who log long hours are about 12% more likely to become heavy drinkers. 🔸 Only 1-3% of the population can sleep five or six hours a night without suffering some performance drop-off. Moreover, for every 100 people who think they’re a member of this sleepless elite, only five actually are. 🔸 Innovation Boost: A Harvard Business School study showed that required time off (like nights and weekends) actually made teams of consultants more productive. 🔸 Health and Well-being: The American Psychological Association highlights that balanced workers experience 37% fewer health issues. This means fewer sick days and more consistent high performance. Balancing doesn't mean coasting. It means working smart and ensuring we have the energy to sustain our ambition for the long haul. 🔸 Quality Over Quantity: Working longer hours doesn't always equate to higher productivity. Quality of work tends to drop as fatigue sets in. 🔸 Mental Clarity: Taking breaks and having time off gives our brains the rest they need, which can lead to greater mental clarity. 🔸 Sustainable Success: Burnout is real. Sustaining long-term success requires managing our energy levels. 🔸 Personal Growth: Balancing work with personal time allows for pursuits that contribute to our personal growth. This fulfillment translates into greater motivation and ambition. 🔸 Social Connections: Strong personal relationships are vital for our mental health. A support system helps us navigate career challenges. 🔸 Empathy and Leadership: Balancing work and life can make us better leaders. Leaders who model work-life balance create a positive culture. Balancing work and personal life is not about being less ambitious. It’s about being smart, strategic, and sustainable. What's your take on the work-life balance debate? Have you found that balancing your personal and professional life has fueled or hindered your ambition?

WFH options are now a lifeline, not a luxury, for modern working families. In most households today, both parents need to earn an income to meet rising costs of living. The one breadwinner, one caregiver, model is gone. This economic pressure, combined with the intense demands of parenting and a child care system in crisis, has made access to working from home not a luxury, but a lifeline for many families. Charis Chang's insightful SBS article recently reported on the lived realities of modern families balancing work and family highlighting the trauma parents experience trying to maintain the juggle and the impact on careers and family life when things implode. Outdated assumptions of full-time availability no longer match family life. To support modern working families, flexibility must become the norm. Some fear that flexible work hampers productivity, but research shows the opposite. Supporting work–family balance is a smart business move: it boosts engagement, retention, and performance. Companies that embrace flexibility gain a competitive advantage, attracting top talent, building loyalty, and strengthening overall performance. In today’s world, inflexibility is the real risk. As I reflect this week on Australia's Governor-General, Sam Mostyn, opening the 48th parliament calling on MPs to put 'care at the centre' of policy and law making, it's access to workplace flexibility that's the key enabler we must invest in, not only for the sake of parent and children wellbeing, but for the economic benefit of the nation. 👉 To employers winding back your flexible work practices, please don't, remember they're providing a precious lifeline to families and that will have a lifetime of impact. https://lnkd.in/girV_8YN

➝ The Ambition vs. Contentment paradox: Can leaders balance big goals and employee wellbeing? According to the American Psychological Association's 2023 Work in America Survey, 57% of employees feel stressed at work. Yet, ambitious targets drive innovation and growth. How do we solve this paradox? As leaders, we're pulled in two directions: 1. Push for aggressive growth 2. Ensure team satisfaction and work-life balance It's not an either-or. Here's why and how to achieve both: Why it matters: • Burnout is prevalent: 76% of employees experience burnout at least sometimes (Gallup, 2020) • Engaged employees are 21% more profitable (Gallup, 2023) • Companies with high employee engagement are 23% more profitable (Gallup, 2023) How to balance: 1. Set stretch goals, not impossible ones   Example: Microsoft's CEO Satya Nadella focuses on growth mindset over fixed targets 2. Involve employees in goal-setting   Case study: Google's OKR system allows bottom-up input 3. Celebrate progress, not just outcomes   Real-world example: Patagonia's "Let My People Go Surfing" philosophy 4. Provide resources for goal achievement   Tip: Allocate time for innovation and learning 5. Regular check-ins on workload and stress   Action item: Implement periodic wellness surveys 6. Model work-life balance yourself   Challenge: Take your vacation days and encourage your team to do the same Ambition without empathy creates a toxic culture. Contentment without drive leads to complacency. The test of leadership is to find the sweet spot. What's your experience with this balance? Share below. ♻️ Find this valuable? Repost to share with others. ➝ Follow Amer Nizamuddin for more insights #leadership #employeewellbeing #wisdomquant