We all discuss the importance of family and work-life balance or time management, but no one adheres to this crucial rule in their lives, resulting in prolonged distress and a bleak future for our employees and their families.

This can only be transformed if a collective rule is enforced by all organizations, stipulating no employee shall work past 7 pm. Period.

Designated employees who handle crises or outages at work will be the only ones allowed to use the systems that are open, while all other systems or tools will be turned off. 

All employees should be assigned a designated working time frame, unless there are emergency situations or interruptions in the workplace.

Numerous employees engage in work from 7 am until midnight, and this is their daily regimen.

Due to a demanding timetable, numerous employees experience domestic strife. Many had to separate from their significant others, and these caused distress for children.

We are either exceedingly robust or have gained the skill of disregarding human emotions and difficulties.

We observe a multitude of individuals in our midst who experience anger, stress, depression, or familial challenges, yet we disregard these difficulties and prioritize their attendance and exceptional performance in the workplace. 

Let’s take an example: Here, I am excluding discussions about work-related stress such as workload, deadlines, promotions, peer pressure, and workplace politics, which can contribute to mental, emotional, and physical health issues as well. Here we will explore a hypothetical personal matter some employees may encounter, and that is divorce. 

We will discuss how a demanding work environment can contribute to marital separation or divorce, resulting in upheaval at home and in an individual’s life, which can also impact their children. 

The essence of this point is to emphasize the possibility of averting depression, stress, and sorrow in future generations. 

To achieve this, we must lay a firm foundation by ensuring employees have adequate time to spend with their families and maintaining a balanced work-life dynamic. 

Ultimately, the future is greatly shaped by the well-being of children. 

How an employee develops a workaholic mindset, achieving success and recognition in their career, but struggling in other areas, and how it deprives him of any spare time to dedicate to his family. He scarcely has any time to spend with his children and his partner, causing his partner to fall into a state of depression that creates turmoil within the family, ultimately resulting in their divorce and leaving the children to suffer throughout the ordeal.

What purpose does committing oneself to arduous labor serve if, ultimately, no one achieves happiness?

Now their children are exhibiting divergent behavior in school and with their peers, consequently exacerbating problems in their lives. The formerly bright child morphed into a troublesome child because of his parents’ unsuccessful marriage. From a young age, kids depend on drugs to escape the pain and veer down a destructive path due to an uncomfortable home environment.  

I may have provided you with a hypothetical example, but it resonates with many employees. They fail to witness numerous milestones in their children’s lives. They scarcely witness their growth. 

This terrifying case can be prevented if an organization mandates that employees sign out by 7 pm, and requires valid explanations for any late sign-outs. Additionally, ensure that all employees are granted two annual family time outs, excluding weekends. Also, make it mandatory for all employees to exhaust their accumulated paid leaves within a year, otherwise they may face deductions from their paychecks or work benefits.

We simply need to reinforce the rules that are already outlined in the employees’ workbook. Simple.

Protect our children’s and future generations’ mental, emotional, and financial health by implementing these rules at work today. 

Demonstrate greatness as a person and an organization and make a workplace more lively and efficient.

Leave a Reply