Work or life? Nope. There’s no such thing as either/or. The work-life duality is a fallacy. One way or another, we all know, deep down, that it’s simply not a functional construct, particularly in 2016. Here are five reasons why.
1. Passion is seamless
If we’re engaged in our work, we’re working from our passion — and passion is a key driver of success. It also means you don’t want to disconnect from what’s on your mind. Imposing a line of demarcation and isolating your work into a compartment can stifle your own creativity, as well as limit connection, opportunities and new ideas. The leaders we admire don’t separate one from the other — they are their work, and their work is who they are. And we expect that.
2. A different business culture
Unwittingly or not, the culture of business has evolved into a new paradigm — which supports a different human paradigm. Purposeful integration is a vital thru-line; when organizational message, mission and method are integrated, each supports the other and converges into an authentic and transparent company brand. Moreover, an employee brand that does not acknowledge the human-ness of its employees (similarly to a brand that does not acknowledge the lives of its consumers) is not nearly as compelling or engaging — or sticky — as one that does.
3. Purpose drives performance
We know this: according to the recent Workplace Purpose Index, (by Imperative and New York University), 28% of the workforce is driven by purpose. They know who they are as whole people, not just staffers, and they link their own purpose to the purpose of the organization where they work. This is a model of functional clarity by choice; the opposite of the company-man trope. Purpose-driven folks know the work they want to do in the world; and the study’s revelation uncovered that they outperform the rest of us in terms of money, advancement and competition.
4. Recruitment is competitive
From an employer’s point of view, if you want the high performers, you’d best get your candidate experience in line. Studies of candidate experience show that even the first active contact with a prospective employer acts as a pivot either towards or away from engagement. Make sure it reflects the organization authentically. Lack of transparency is a sign that an employee’s human-ness is going to be devalued. For someone already clear on their purpose, they’re not going to waste their time with that kind of disconnect.
5. We’re already past that
The zeitgeist approach is that once an idea takes hold, you can’t turn back — and we’ve reached that point in terms of work and life. There are already a number of different approaches on the issue of life and work. LIFEworking, for instance, affirms that it’s the individual and not the organization that defines what success means — and that boldness of choice, which goes into true innovation — has to do with the fearlessness of being genuinely self-aware. And even if you haven’t yet landed on the phrase that crystallizes it for you, the workforce itself has changed the context already. We are a contingency / consultancy / career not company / culture, assuming professional trajectories that accumulates skills and experience as opposed to jobs. We work in a more blended and disparate workforce than ever before.
If even the mobile, social, global, multigenerational, etcetera environment we live and work in supports this new idea of realistic and optimistic integration, perhaps it’s not as simple as choosing the right app, but it’s close. Flatter organizational structures, recalibrated views of parental leave, multiple platforms — all play a role in debunking the monolithic barrier of work standing in front of our life. We’ve never been more prepared for the change. The fact is that work and life are seamless. It’s the quality of how they intersect that we have to attend to.
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