Agnes Uhereczky is a consultant, podcaster and workplace transformer. She is the co-founder of the WorkLife HUB.
We have spent a good portion of the last couple of years interviewing over 250 organisations (public, private and non-profit) to see what they are offering to their employees in terms of work-life integration programmes, what the culture is like and how they ensure employee wellbeing. From all those interviews we have gathered a select number of components, that all contribute to reaching for an outstanding employee experience. Many of the Good Practices we have seen are detailed in our book: One Life.
We have developed a number of analytical tools in our research, and one of the most exciting ones is the Work-Life Integration Maturity Model©, which is an interactive guiding tool for organisations to understand where they currently are, and where is potential room to grow. Many organisations lack an integrated image of their Future Selves, and this tool helps you situate yourself on the maturity scale, comparing to some of the most advanced organisations.
The Maturity Model looks at a minimum of 30 distinct work-life integration components that were recurring as being implemented in these mature organisations, and we grouped them into 5 categories (services, leaves, working time arrangements, working place arrangements and perks and benefits).
Here are the stages on the maturity ladder:
In our experience, with only few exceptions, organisations do want to have work-life integration. They are either pushed by evolving legislation (for example parental leave for fathers), or by fear of penalties (workplace discrimination due to parenthood, lack of diversity), or by business imperatives, such as the difficulty of attracting and retaining skilled workforce and talent. However, so far, most of the tools at the disposal of organisations are focused on rights, sharing of good practice or requirements for compliances and not on outcomes. So far there has been a lack of a collective ambition to reform workplaces in a way that ensures happier, healthier and greener organisations, simply because we don’t know what is possible.
You don't need to be a Silicon Valley tech unicorn to master work-life integration.
You can therefore test the maturity level of your organisation and receive a totally unbiased feedback from us in terms of the 5 work-life integration categories and this can help you start building your business case for enlarging your programme and service offering to your employees, or perhaps it will reassure you, that your organisation is doing really well, compared to others.
In the book: One Life - how the most forward-looking organisations leverage work-life integration to attract talent and foster employee wellbeing you can read a much more detailed explanation about the maturity levels, the different components that make up the level of maturity and also how other organisations have introduced programmes and made changes to the company culture to make it work.