Work and Personal Life: Two Sides of the Same Coin
30 August 2010
Read by 1398 persons
Restructuring, reorganizations, productivity demands, rapid changes, and shifting values: all these events impact today's professional world and require considerable absorption and adaptation skills from employees and managers.
Resources to manage professional life…
To manage these upheavals on a daily basis, people use their personal resources. At the same time, many companies, now more aware of the negative effects of these disruptions in human, financial, or image terms, are implementing multiple support solutions for employees and management: anticipating resistance to change, internal listening, coaching, psychological support, stress management actions, mediation, etc.
… but a strict silence for personal problems
In addition to the turbulence of the professional sphere, there is sometimes that of the private sphere. However, very few employers take into account these conflicts arising from broken bonds in private life, which are still minimized, ignored, or considered "normal." Divorces, separations, inheritance disputes… are all events that cause suffering for the individual. They can quickly lead to feelings of injustice and loss of self-confidence that overwhelm the person even in their professional life. And yet, the company expects the employee to leave these negative influences carefully deposited in the cloakroom… easier said than done!
Considering the person as a whole
The individual is a whole, and what goes through their private life impacts their professional life. When questioned, occupational physicians note that these private conflicts often translate into aggressiveness, withdrawal, or conversely, an overflow of private concerns into the professional sphere. And this sometimes lasts a long time: a divorce due to fault (today 45% of divorces) takes an average of 18.9 months, while a so-called "amicable" divorce by mutual consent lasts 2.6 months. These personal conflicts and the suffering they induce are mainly linked to a breakdown in communication between the various actors in private life. Individual support helps the person to better cope with these hostile phenomena but does not solve the problem at its root. Getting out of a negative spiral definitively requires an in-depth approach, involving the parties involved, as mediation allows.
And promoting access to mediation for managing private issues
Through active listening and the implementation of communication/rephrasing techniques, the mediator promotes the expression of what is important to each person and mutual understanding. They invite individuals to jointly seek acceptable and sustainable solutions.
The simple decision of the individual to engage in this crisis exit process promotes a step back and repositions the person in a positive approach that will have repercussions in their professional environment.
The implementation of this mediation approach adapted to conflicts in private life (or family mediation) can be entrusted within the company to the following entities: Human Resources, Occupational Medicine, Works Council, social workers, employee representatives, or any other actor depending on the company culture.
Catherine Commune
Posted on August 30, 2010
etre-bien-au-travail.fr
Resources to manage professional life…
To manage these upheavals on a daily basis, people use their personal resources. At the same time, many companies, now more aware of the negative effects of these disruptions in human, financial, or image terms, are implementing multiple support solutions for employees and management: anticipating resistance to change, internal listening, coaching, psychological support, stress management actions, mediation, etc.
… but a strict silence for personal problems
In addition to the turbulence of the professional sphere, there is sometimes that of the private sphere. However, very few employers take into account these conflicts arising from broken bonds in private life, which are still minimized, ignored, or considered "normal." Divorces, separations, inheritance disputes… are all events that cause suffering for the individual. They can quickly lead to feelings of injustice and loss of self-confidence that overwhelm the person even in their professional life. And yet, the company expects the employee to leave these negative influences carefully deposited in the cloakroom… easier said than done!
Considering the person as a whole
The individual is a whole, and what goes through their private life impacts their professional life. When questioned, occupational physicians note that these private conflicts often translate into aggressiveness, withdrawal, or conversely, an overflow of private concerns into the professional sphere. And this sometimes lasts a long time: a divorce due to fault (today 45% of divorces) takes an average of 18.9 months, while a so-called "amicable" divorce by mutual consent lasts 2.6 months. These personal conflicts and the suffering they induce are mainly linked to a breakdown in communication between the various actors in private life. Individual support helps the person to better cope with these hostile phenomena but does not solve the problem at its root. Getting out of a negative spiral definitively requires an in-depth approach, involving the parties involved, as mediation allows.
And promoting access to mediation for managing private issues
Through active listening and the implementation of communication/rephrasing techniques, the mediator promotes the expression of what is important to each person and mutual understanding. They invite individuals to jointly seek acceptable and sustainable solutions.
The simple decision of the individual to engage in this crisis exit process promotes a step back and repositions the person in a positive approach that will have repercussions in their professional environment.
The implementation of this mediation approach adapted to conflicts in private life (or family mediation) can be entrusted within the company to the following entities: Human Resources, Occupational Medicine, Works Council, social workers, employee representatives, or any other actor depending on the company culture.
Catherine Commune
Posted on August 30, 2010
etre-bien-au-travail.fr
