In the article, Challenges to Work-Life Balance, in Talent Management (08/01/09), Brian Kropp says that "Workforce development executives will need to determine the benefits employees actually want in order to have effective work-life balance programs. Although CFOs have looked to cut work-life balance initiatives during the economic downturn, the programs have real value because they can help bolster employee productivity and help organizations retain workers when the economy rebounds.

"Research from the Corporate Executive Board (CEB) indicates that work-life balance trails only compensation and future career opportunities among important employer attributes for employees through the second quarter of 2009, after ranking sixth in 2006, but only 30 percent are satisfied with their work-life balance, compared to 53 percent before the downturn.

"Organizations need to create the right work-life proposition (WLP), which is a set of work-life practices that are of value to employees in the areas of work time, work location, family, development, services and health. However, they tend to fail in designing and delivering a valuable WLP because:

• most employees are not aware of the work-life practices that are offered.
• the work-life practices are not in line with employee preferences.
• few employees take advantage of the work-life balance programs.

"Organizations can create more effective work-life balance program by focusing on practices related to time management, such as flexible work schedules. They should build awareness by making information about work-life practices accessible. Also, organizations should find ways for workers to see their peers using the services, which would help drive participation more than communications about the program from human resources."

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