By Christan M. Thomas
Press Business Writer
Johnson City Press 7/13/06
www.johnsoncitypress.com
cthomas@johnsoncitypress.com

In survey after survey today's businessmen and women are citing the desire for a better work/life balance as a major factor in the workforce. This greater focus means both companies and individuals are being spurred to action.

"Life balance does not exist, it's a job," said Natalie Manor, president and CEO of Natalie Manor and Associates — an organization of consultants, corporate trainers and executive coaching professionals in the areas of leadership and communication. "It's constantly a challenge for all of us. The better you become at your job, the bigger the challenge. The bigger your commitment to your community, the more you're going to be challenged ... I think it (wellness, work/life balance) needs to be a policy, I think it needs to be a part of the conversation in your performance review."

The society for Human Resource Management released a study in June, titled "Workplace Forecast," which ranked the top factors affecting today's workplace. The study of top human resource executives across the country ranked an increased demand for work/life balance as the fourth most important factor affecting the workplace, just behind increased medical cost, outsourcing of jobs overseas and effects of health care costs on the economic competitiveness of the United States.

With such concern from employees and management alike, companies across the country are beginning to institute formal programs — such as flex time, job sharing, wellness programs, on-site yoga, massages, volunteer days, free childcare, etc. — to help their workers find a greater work/life balance. These programs can help contribute to employee satisfaction and, in turn, aid in retention efforts.

Several of the Tri-Cities' largest companies offer formal programs to help their employees achieve a better work/life balance, as well as general wellness. These programs, said Hamlin Wilson, senior vice president of human resources for Wellmont, are not only good for employees, but also the company as a whole.

In fact, lack of work/life balance can contribute to unhealthy employees and, in turn, costs industries billions of dollars each year. An article published by the American Psychiatric Association and the American Psychiatric Foundation cited $43 billion in industry losses annually because of depression. It also points to $185 billion losses directly or indirectly from alcohol abuse, $42 billion from anxiety, $3.8 million in medical claims and $6.6 million in lost-time burden.

"We acknowledge that we have to be more in tune than ever with these lifestyle issues for our employees and potential employees," Wilson said. "We may not always pay the highest rate between here and Nashville, but we talk about some of our lifestyle benefits and that's part of the picture that helps attract people to the hospital."

"Fundamentally, employees who feel that they are cared for by their employer — in terms of their lifestyle needs, their family needs — I think are in a better position to care more at work, to do a better job.

Our employees do a great job already, but they do an even better job when some of these issues are being addressed by the employer."

Wilson said some of the formal work/life balance and wellness programs offered by Wellmont to their employees include flex scheduling, tuition reimbursement and scholarships, adoption assistance, fertility coverage, free fitness center memberships, mental health benefits and referral bonuses that include free cruises to the Caribbean.

Another unique program, Wilson said, is the Wellcare program, which allows employees to receive dollars back each paycheck to apply toward health care coverage. Participation in the program is voluntary. Wilson said those involved receive a free risk profile, which measures health risk factors such as blood pressure, body mass index, cholesterol, nicotine level and glucose.

Besides free access to an on-site gym for employees and their family, flexible schedules and education assistance, Bristol Motor Speedway Human Resources Director Jennifer McClellan said BMS implements programs to try to create a sense of community for employees and family members.

BMS offers paid time off to volunteer in the community for three hours a month. They also plan activities such as employee breakfasts and lunches at least once a month, a family fun day once a year, softball and bowling nights and family movie nights to help make everyone feel involved in the workplace.

"We're very family oriented around here — very team spirited," McClellan said. "We have such a big vision for our employees. We want them to be happy at work, and we want them to feel like they're part of the team and a part of the facility ... Being a family atmosphere here, it would be kind of contradictory if we didn't care for our employees' families."

Though not all employers have the working capital to put in place full-scale work/life balance programs, Manor said simply letting employees know they are cared for is a major step in the right direction. "You ask the person how they're doing," Manor said. "You notice when they're frustrated. You have a commitment to wellness yourself and you model that."

Whether or not a company can offer formal programs, however, the employee ultimately must take responsibility for his or her own well-being, Manor said. Manor suggests both personal reflection and asking those around you in high-value relationships to evaluate habits and look for areas of possible improvement.

Manor said everyone should take a look at their life — including both good and bad points — and evaluate what is really important. She said this reflection time should be scheduled as part of daily life. Those items in life that are the most important then require both quality and quantity of time, Manor said.

"Now we are so imbalanced — with weight, with stress — that the very smart people are going 'All right, what's working, what's not,' " Manor said. "Some of my recommendations are to use the same analysis in your whole life as you would use in a business plan ... The pre-eminent question in all of that is 'What's really important to you?' "