Whether you’re bookmarking an article to make an after-school snack, interrupting a teleconference to soothe a crying baby, or simply reiterating to your partner that you are on the clock and thus unavailable, working at home introduces distractions that aren’t found in a traditional office space.
So how can you balance work with family, and still maintain some semblance of sanity?
Recent research on telecommuting (Kossek, Lautsch, & Eaton, 2009) has pointed to two important factors to consider when creating a positive telecommuting experience.
- You must perceive control over how, when, and where you work
- You should set clear boundaries between work and home roles
As an employee, do what you can to establish your own control over your work. If you find yourself constantly changing your schedule to align with a co-worker’s, try to be more assertive in setting meeting times. Talk to your manager about having more autonomy in your job. This could mean setting your own deadlines or creating your own list of weekly goals. The more control you feel, the better you’ll perform—both at work and at home.
As a manager of a telecommuting workforce, it is important to grant your employees individual autonomy in deciding how they do their work. If they have certain hours that they prefer, or they want the option of working in multiple locations, it is important that you support their decisions. The more control employees feel over the way that they work, the less work-family conflict they will experience. Thus, they will be less likely to turnover or move on to a new career.
However, there is a delicate balance between allowing employees autonomy and ensuring a predictable flow of communication. For instance, it is difficult to coordinate “catch-ups” with employees who have highly irregular schedules. Thus, depending on how often you feel that you need to meet with your employee, try setting a regular (e.g., weekly, monthly) meeting that is inflexible. This will ensure that contact is still readily available, even if your employee is working at times or locations that don’t align with your own.
It is also important to be deliberate in separating your work and family responsibilities. Individuals who integrate their work and family roles (e.g., using one “catch-all” email account for work and home) are more likely to experience work-family conflict. In contrast, individuals who make clear boundaries between their work and family roles experience a greater sense of well-being and balance.
Having trouble separating your responsibilities? Try creating a space in your home that is “off-limits” to family members while you are working. This could mean closing the door to your workspace, or posting a sign that says “Dad is not available until 4pm”.
Just as you communicate to your family when you’re working, you should also communicate to your co-workers when you are enjoying family time. Grant your co-workers access to your weekly schedule so that they know when you are available to answer phone calls and emails. Set a precedent of not answering communications when you are “off-duty” unless it is time-sensitive or a high priority. Setting these clear boundaries ensures that others respect how you manage your responsibilities, which will decrease your work-family conflict and increase your well-being.Source: Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2009). “Good teleworking”: Under what conditions does teleworking enhance employees’ well-being?. Technology and Psychological Well–Being. Cambridge, MA Cambridge University Press.