Can you catch the remote work-life balance cries?

by Lucian Ivan

The term work-life balance has yet to lose its buzz in the last few years. This is partially due to the dominating presence of millennials in the workforce. Employers have been putting in a tremendous effort trying to determine the best way to appeal to millennial workers. With the millennial generation of workers projected to take up most of the workforce of the workforce by 2025, many leaders think it’s time to redefine what work-life balance looks like.

Work-life balance is an important aspect of a healthy work environment. Maintaining work-life balance helps reduce stress and helps prevent burnout in the workplace. Chronic stress is one of the most common health issues in the workplace. It can lead to physical consequences such as hypertension, digestive troubles, chronic aches and pains and heart problems. Chronic stress can also negatively impact mental health because it’s linked to a higher risk of depression, anxiety and insomnia.

Too much stress over a long period of time leads to workplace burnout. Employees who work tons of overtime hours are at a high risk of burnout. Burnout can cause fatigue, mood swings, irritability and a decrease in work performance. This is bad news for employers because the psychological and physical problems of burned-out employees cost on obscene amount of money.

By creating a work environment that prioritizes work-life balance, employers can save money and maintain a healthier, more productive workforce. But what exactly does work-life balance look like? Well, that’s where things can get a bit complicated. Work-life balance means something a little different to everyone. Over the years, the knowledge and approach of work-life balance has been constantly evolving, and it might be helpful for employers to identify the difference in opinions among the Baby Boomers, Generation X and Millennials.

Born between 1945 and 1960, around the time of World War II, Baby Boomers were exposed to a lot of hardships at a very young age. Making a decent living was no small task, and in turn, this generation craved stability in the workplace and valued the opportunity for employment. Because of this, work-life balance wasn’t a main priority or concern. Baby Boomers tended to stay at companies for longer periods of time than following generations. Many of these employees are currently in senior or director level positions that require a high degree of responsibility. As a result, 80% of Baby Boomers report moderate to high levels of stress.

As the children of the Baby Boomers, Gen Xers (typically born around the years of 1961 and 1980) grew up witnessing the long hours and poor work-life balance of their parents. Many Gen Xers were exposed to the effect such a relationship with work had on the family unit. As a result, this generation put more emphasis on creating work-life balance in their own lives. Many of these employees prioritize spending time with their family and are more likely to utilize their PTO than the Baby Boomers. Because of this, Gen Xers tend to think of work-life balance as a necessary prerequisite to a company of employment. They look for perks such as telecommuting, extended maternity/paternity time and adequate vacation time.

Being a Millennial comes with its fair share of stereotypes. Generally, for those born between the years of 1981 and 2000, work ethic is thought to be secondary, or ‘just a part of life.’ But for the generation born into the harshest loans burden in history, finding stable employment to pay for the higher education of both themselves and their children – as well as soaring housing costs – remains amongst the highest of priorities. With this generation growing to over a quarter of the world’s population and in their prime-working years, figuring out what attracts millennials remains one of the biggest Chief People Officers decisions at any major company.

To satisfy the assumed desires of millennial employees, many employers overcompensate by adding game rooms and beanbags to spruce up the work environment. An entire industry has popped up surrounding making workspaces more “millennial-friendly.”

However, many millennials report that they don’t care for these types of perks. Instead, they are more interested in finding a career path that will support their “lifestyle”, which in this context means their life outside of work. While Ping-Pong tables and free coffee aren’t necessarily scoffed at in this generation, it’s important for employers to understand that the same factors that have pushed prior generations to choose which company to work for (pay, career trajectory, job location, etc.) are still the major differentiating factors to the largest working generation in the world. This being said, 59% of millennials worldwide report feeling worried about finding a career path that will support the lifestyle they’ve envisioned for themselves.

For an employer, promoting work-life balance can seem a daunting challenge. How can a company promote a healthy lifestyle, both physically and emotionally, without sacrificing employee productivity?

While employers can look to studies about what work-life balance means to millennials to gain some insight, it’s important to remember that work-life balance will always mean something a little different to everyone. Just because an employee fits into a specific generation, this doesn’t always mean that they will want the same things as another employee of the same generation. This is where flexibility and workplace happiness come into play.

Creating a flexible work environment is one of the best ways to satisfy the work-life balance needs of most employees – no matter which generation they belong to. A flexible work environment has been shown to decrease stress, boost levels of job satisfaction and help employees maintain healthier habits.

Enter Covid-19 as an extra layer of complexity. Everything’s remote. Even the ‘everyone in the same room’ simple-minded switched tracks to ‘everyone in the same virtual room’. Seeing I’m working remote for more than a couple of years, I can testify remote workers often work harder to prove they’re being productive, and the blurred lines of at-work vs at-home makes it more difficult to fully turn off at the end of the day. The result is an increased risk for burnout – see the ‘thought remote would be nicer‘ band playing in each company. Productivity suddenly syncing in as a concept in corporate brings back to mind Goodfellas.

So, this is my prediction – remote work burnout will be the topic for years to come.

Can you work through the noise?

by Lucian Ivan

No one likes an office whistler or pen clicker – but for some people, these noises aren’t just a nuisance, they’re a full-blown aural assault. Why?

Ever since its invention in 1904, the open-plan office has conspired with several other timely creations to make the modern workplace an aural nightmare: mobile phones with novelty ringtones; chewing gum; printers and photocopiers; crisps carefully engineered with a satisfying 70-decibel crunch.

The problem has even spawned a popular Reddit thread, in which people vent their feelings about a variety of surprisingly specific office sounds. One user gets riled up when the woman who sits near them shakes ice in a reusable plastic cup, while another says they can identify exactly what their colleagues are eating – like lettuce – based on the squelchy-crunch alone. Their message? They hear it all – and it’s not just loud in your head.

More than one survey rated conversations as the most vexing, closely followed by coughing, sneezing and sniffing, loud phone voices, ringing phones and whistling. Why do we find it so hard to be around these everyday noises? What is it about them that allows them to lodge in our brains and make it impossible to think?

Clearly there is an extraordinary amount of variability in what individuals can tolerate. At one end of the scale, workers may actively enjoy the ambience of a noisy office.

Working to music is also extremely common; recent studies showed that, on average, workers spend nearly a third of their working week listening to various genres. Some say they think it helps them concentrate. Others like it for the exact opposite reason – that it provides a welcome distraction while they work. Some companies even override individual preferences altogether and broadcast music around entire offices in an attempt to improve their employees’ productivity.

At the other end of the spectrum are those with such an extreme aversion to sound that it qualifies as a condition. Misophonia is a mysterious, newly recognised disorder in which certain everyday sounds can trigger extreme anxiety, rage or panic. The offending noises range from those we can all relate to, such as the whistling of obnoxiously cheery colleagues or when people say “ahh” after drinking to slightly, err, less reasonable complaints, like when people swallow or breathe.

So why aren’t we all affected by noise in the same way? Back in 2011, researchers from University College London and the University of London decided to find out. First of all, the researchers asked 118 female secondary school students to complete a questionnaire, which revealed how extroverted or introverted each was – essentially, whether they thrive on socialising and being immersed in the outside world or if they find these experiences exhausting.

Next the students were subjected to a battery of cognitive challenges – and to add extra difficulty, they were asked to complete them while listening to British garage music, or the clamor of a classroom. A control group completed them in silence.

As the researchers suspected, all the students performed better in silence. But they also found that, in general – with the exception of one test – the more extroverted they were, the less they were affected by noise.

A person’s level of extroversion is thought to be a key aspect of their personality. According to one prominent theory, extroverts are inherently ‘under-stimulated’, so they tend to seek out situations which increase their level of arousal – like noisy environments. Meanwhile, introverts have the opposite problem; as the famous poet, novelist and introvert Charles Bukowski put it: “People empty me. I have to get away to refill.”

With this in mind, it makes sense that more introverted workers would be more affected by the background noise, since anything that increases their level of arousal, like music or the chatter of colleagues, could be overwhelming.

Other major factors that are likely to influence if a colleague is the office whistler, or the person fantasising about rugby-tackling them to the floor, include how neurotic they are (research has shown that more neurotic people are more affected by background noise when they’re trying to do mental maths), as well as their level of so-called inhibitory control, which roughly translates as how much control they have over their impulses.

The reasons that some people get so riled up by oddly niche sounds, like ice shaking or lettuce chewing, are less clear. Research into misophonia might provide some clues; several studies have found that the brains of people with the disorder are fundamentally different. For example, a 2017 study showed that trigger sounds lead to stronger-than-usual reactions in parts of the brain that are involved with processing emotions and interpreting bodily signals, such as pain.

In fact, misophonia is surprisingly common. The naturalist Charles Darwin, the writer Anton Chekhov and the novelist Marcel Proust are all thought to have suffered from the condition. In Proust’s case, he was even motivated to cover the walls of his office with cork for soundproofing, then he would take the additional precaution of wearing earplugs. This might be because the condition involves the inability to shut out irrelevant sensory information – in the form of background noise – and this has been linked to creativity.

However, though your personality and the wiring of your brain can have an impact, it mainly seems to affect the degree to which you are disturbed by noise; most studies have found that everyone is better at complex tasks in total silence. Why?

There are two main ideas about why we’re distracted by the clatter of a noisy office. The first is that it’s down to the fact that background noise contains sounds that are similar to the ones in your head.

Some tasks require you to use your ‘inner rehearsal mechanisms’ – your inner voice – to try to remember things in order,” says Nick Perham, a psychologist at Cardiff Metropolitan University. “For example, if you’re trying to remember someone’s phone number, then you will probably mutter it under your breath.” For these tasks, the theory goes, any environment with an element of human speech will undermine your ability to concentrate on your own thoughts.

The second idea – and the one Perham put his money on – is that the way our brains handle the information that’s important for completing certain tasks and the way they deal with background noise is somehow in conflict.

Much as a smart speaker listens 24/7 in order to catch commands, our brains can’t ever switch off to what’s going on around us. Even when we’re not consciously paying attention to them, we always have our ears on the order of the sounds in the background – like a ping from mobile phone, then a cough, then a sneeze, then some laughing – just in case they start to appear in an order that means something, such as “hi”, followed by your own name. This means that when we have to focus on other sequences of information, such as a list of numbers, any kind of background noise is particularly distracting.

To test if he was right, Perham compared how well 36 students did on a mental arithmetic task which required them to remember a sequence of numbers, while they were exposed to either office noise containing speech, office noise alone or silence. If the similarity between the background noise and our inner voices is important, then you would expect that students would do much worse while listening to office noise containing speech.

We found that both sound conditions produced a significantly poorer performance in mental arithmetic, but there was no real difference between the two levels of performance,” says Perham. This suggests that he was right – it’s not the speech in background noise that affects us, it’s just the fact that there is any noise at all. “The main take-home message really is that most people work best when it’s quiet, despite what they think.”

This has critical implications for the way we work. If we are really are all affected by background noise, even if we think it helps us to concentrate, then the modern trend for open-plan offices is seriously flawed, and we might require adjustments when working from home. We might differ in our preferences – but our biology is universal.

Can you be gritty for you?

by Lucian Ivan

Having spent the past decade watching people rise and fall in the innovation economy, I’ve never been convinced that IQ has much clout – and I managed my fair share of SHL testing tool implementation and integration.


Can you start hiring for behavior already?

by Lucian Ivan

Continuous, constant, and consistent behavior of your employees is taking your business to higher heights. Often the areas of biggest concern and challenge in a business are related to people and their behavior, but during the recruitment process, businesses tend to focus on the personalities of their team members instead of their behavior.


Can ageism bust your company?

by Lucian Ivan

In an era of inclusivity and diversity, ageism is growing as one of the new challenges that businesses face. Ageism is defined as “prejudice or discrimination on the basis of a person’s age.


Can you predict the future of work?

by Lucian Ivan

There’s never been a better time to be a worker with special skills or the right education, because these people can use technology to create and capture value. However, there’s never been a worse time to be a worker with only ‘ordinary’ skills and abilities to offer, because computers, robots, and other digital technologies are acquiring these skills and abilities at an extraordinary rate.


Can we save wellbeing in the gig economy?

by Lucian Ivan

Work glues societies together. It translates talent into broader economic virtue and lends meaning as well as structure to most people’s lives. In Europe, the majority of workers hold permanent contracts. However, tectonic shifts are re-shaping the ways that work is performed.


Can you recruit and retain high performers?

by Lucian Ivan

Research around high performers in business, and what attracts then retains high performers in a business has greatly identified a shift in what was, to what is now an environment that can support high performers. Globally some of our best organizational development researchers are all talking about how this shift is influential in how organisations can recruit and have a culture that can sustain high performance.

Can you afford to hire fast and cheap?

by Lucian Ivan

This is why hiring B players will kill your company. The work will be good, but not great. They will deliver on time most of the time, and hustle sometimes, but not always. This is, most often, hiring fast and cheap.

Can you tell me what’s in a Google search?

by Lucian Ivan

Google search engine results have always been minimalist compared to the competition. It looks different today, but white space is a big part of the picture.

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