Work-life balance has long been a hot topic. With where and how we work remaining in flux, employees are seriously questioning where work ends and life begins.
To learn how companies can encourage these healthy discussions on work-life balance, the Kunik team sat down with Dr. Marcie Beigel, Founder & CEO of Behavior and Beyond and an established behavioral specialist bridging mental health and business. As one of our Kunik Experts, Dr. Marcie partners with team leaders to navigate wellness in the workplace and at home.
Below, Dr. Marcie provides her expert insights on topics like:
Let’s dive in.
“Knowing where you can send your team members for support is huge. By giving people the space and tools to navigate these hard things, you get so much back.” - Dr. Marcie Beigel, Founder & CEO of Behavior and Beyond
The onset of COVID highlighted the deep connections between company culture, business performance, and individual employee health.
On the other end of the equation, employees feel more empowered to assert what they need to thrive in their jobs. This looks like:
Whether you prioritize company culture or not, Dr. Marcie guarantees the impacts of that choice will ultimately be felt throughout your organization.
“Companies are seeing that the soft skill of talking about mental health is actually really important, which is something I’ve always believed. If you provide support to your employees, you experience more retention, which literally saves you money.”
Kunik taps into our network of experts to address some of the most challenging topics in the workplace, such as mental health and work-life balance. Dr. Marcie is a perfect example: For over 25 years, she’s crafted company-wide strategies and frameworks to optimize connection and conversation.
Here’s a glimpse at how they work:
The first step of the framework requires leaders to ask employees what they need to feel supported.
Dr. Marcie often finds that the topics on employees’ minds – from access to therapy to parenting struggles – don’t emerge in point-blank conversations with managers. Instead, employees usually speak about their greatest obstacles over instant-messaging channels or during casual conversations. So, the best way for leadership to get the answers they need is to simply listen.
Participate in conversations when people are not talking about work. Then, use that dialogue as a springboard to offer relevant, tailored support.
Setting a good example is a key part of this framework. When company leaders recognize the importance of open conversations and speak accordingly, we see two effects:
However, Dr. Marcie cautions that if you go through the motions without genuine sentiment or buy-in, your employees will be able to tell and turn away.
If there’s one takeaway Dr. Marcie values above all, it’s that managers and leaders aren’t responsible for solving their employees’ mental health problems. However, they are responsible for supporting and helping them access and understand the resources available to them. Such resources are plentiful, but placing the burden directly on the shoulders of managers causes burnout.
It can be as simple as knowing how to help a teammate sign up for the therapy covered under their health care plan. Ultimately, what matters most is that your people know whom to turn to for 100% judgment-free help.
“I’ve worked in spaces where people reach out individually to say, ‘I don’t want to talk about this at work, but I need help finding a therapist because I’m really struggling.’ That’s exactly why creating spaces where people can ask for help is huge.”
Dr. Marcie loves working with Kunik because the team intentionally designs meetings for open collaboration.
She teaches frameworks that empower employees to share their thoughts and experiences. From there, she guides the conversations while advising and supporting wherever necessary. Ultimately, this allows people within the organization to learn from each other.
In her experience, that’s one of the most important actions for any company aiming to invest in their culture.
“Kunik’s approach is to let your people be seen and heard. That’s the one thing so many employees need to know: that their company values their voice and is letting them be heard.”