Work-Life Satisfaction and a People-First Culture

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Authors: Marlyn Thomas Savio, PhD, CPsychol; Wilfredo Manuelo Torralba, RPm; & Xieyining Huang, PhD

Workplace culture can influence an employee’s perception of the job and, in turn, their work-life satisfaction. A culture that cultivates work not just for work’s sake but additionally for its impact on the employee’s larger life sphere can bolster positive job perceptions. Organizations must encourage and prioritize the use of breaks and provide end-to-end wellness support to help employees cope and thrive.

The TaskUs Division of Research for Wellness & Resiliency undertook the research survey among over 1,000 Teammates in the Philippines and India. As a result, the researchers found three factors key to experiencing work-life satisfaction:

  1. Positive perceptions of work impact:
    When teammates find their work meaningful and purposeful, it results in a happier disposition that extends to other areas of their lives, such as social interactions, home duties, and leisure activities.
  1. Behavioral disengagement:
    Teammates who actively seek to disengage or take a break amidst stressful situations can withstand challenges even in other areas of their lives and encounter overall better life functioning.
  1. Emotional social support seeking:
    Being part of a safe, inclusive, and accepting work environment that helps address the emotional needs of Teammates can improve their satisfaction with work and life.

For organizations to champion employee work-life satisfaction, we recommend three pivotal steps:

  1. Evaluate how employees perceive their role in the organization.
    Individual coaching and mentoring sessions are crucial avenues for people leaders to discover an employee’s perception of their work. This also means discovering opportunities for learning and recognizing improvements and accomplishments to avoid toxicity and burnout.
  1. Appreciate and implement strategic breaks.
    Work perceptions could lead to a better life and social functioning if and only employees are encouraged to adopt coping strategies such as behavioral disengagement. While flexible work schedules are still being debated, businesses should consider strategically allowing employees to fully pause during breaks and off-hours so that hazardous preoccupation with work tasks is minimized.
  1. Provide and promote emotional support resources.
    Resources must be easily accessible for employees in various consumable forms such as blogs, videos, and even how-to guides. Psychological support through licensed wellness coaches should also be available for employees to safely express their thoughts and communicate their emotional needs.

Prioritizing people first, TaskUs has its own Wellness and Resiliency department focused on creating comprehensive, global psychological health and safety programs for our Teammates—guided by the practice of evidence-based psychology and grounded in neuroscience. The team has been initiating workplace wellness efforts such as 24/7 psychological health services, on-demand digital courses on wellness, and meditation webinars, among others.

Learn more about TaskUs’ industry-leading workplace wellness from our leaders, experts, and teammates.

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