Training: Balancing Work and Personal Life
Why train your teams to balance their professional and personal lives?
Improving daily interactions
Conflicts, tensions, and misunderstandings often stem from poorly structured communication. Nonviolent communication (NVC) helps clarify messages and prevent misunderstandings.
Strengthen cooperation and listening
By practicing active listening and rephrasing, every employee becomes a key player in fostering positive relationships and improving quality of life and working conditions (QVCT).
Develop caring and responsible reflexes
Understanding your own reactions, identifying your biases and adopting a constructive posture transforms interactions and contributes to a serene work environment.
Learning objectives for the work-life balance training
Organize your time according to your real priorities
Participants will learn to prioritize their tasks using simple tools like the Eisenhower Matrix and to establish a structured routine, including when working remotely.
Distinguish and protect the boundaries between life domains
The training helps each participant identify moments when work spills over into personal life (and vice versa) and implement concrete rituals to calmly compartmentalize these two spheres.
Engage fully in every activity, without distraction
Through attention and concentration exercises, participants learn to avoid chronic multitasking—a known factor in mental exhaustion—and to make better use of their break times.
Develop self-assertion to set boundaries
Knowing how to say no, expressing organizational needs, and defending one's time are at the heart of this training, notably through the ACCEPT method, to establish assertive and respectful communication.
Build a personal and sustainable action plan
Each participant leaves with concrete, personalized commitments tailored to their professional situation and personal constraints.
Une focused on practice et centrée sur la pratique
- Practical workshops : mise en application immédiate de la matrice d'Eisenhower et de méthodes de priorisation sur des situations réelles des participants.
- Situations : exercices pour développer l'attention et éviter la dispersion entre activités professionnelles et personnelles.
- Exchanges and debates: entraînement à poser des limites et à dire non avec la méthode ACCEPT, dans un cadre bienveillant.
- Quizzes and interactions : utilisation d'outils ludiques (comme Beekast) pour dynamiser les échanges et ancrer les apprentissages.
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Duration: 1 half-day (9 a.m.–1 p.m.) for focused, actionable training.
Format: in-person or remote, depending on your team's needs.
Audience: open to all, highly recommended for employees working remotely or in hybrid organizations.
Attendees : A maximum of 10 people per session to ensure personalized interaction.
Objective : Make work-life balance a lasting individual skill that supports collective commitment.
FAQS
Do you have questions?
Isn’t there a risk that this training might give the impression that we’re judging employees’ commitment?
No, quite the opposite, actually. The approach avoids any guilt-inducing rhetoric: it’s not about telling employees that they’re working “too much,” but about giving them practical tools to manage their time and set healthy boundaries, while respecting both their personal and professional constraints.
No, quite the opposite, actually. The approach avoids any guilt-inducing rhetoric: it’s not about telling employees that they’re working “too much,” but about giving them practical tools to manage their time and set healthy boundaries, while respecting both their personal and professional constraints.
Does a “right to disconnect” policy need to be in place before training the teams?
It’s not a prerequisite, but it’s a definite plus. If your company hasn’t yet formalized its “right to disconnect” policy, this training can actually serve as a concrete starting point for developing one, based on the real needs identified by the participants.
It’s not a prerequisite, but it’s a definite plus. If your company hasn’t yet formalized its “right to disconnect” policy, this training can actually serve as a concrete starting point for developing one, based on the real needs identified by the participants.
Is this training also suitable for managers?
Yes, and it’s even recommended. Managers have a specific role: they manage their teams’ workloads and set an example through their own practices (times for sending emails, perceived availability). A separate session dedicated to managers allows us to address this aspect of leading by example.
Yes, and it’s even recommended. Managers have a specific role: they manage their teams’ workloads and set an example through their own practices (times for sending emails, perceived availability). A separate session dedicated to managers allows us to address this aspect of leading by example.
How is this different from stress management training?
Stress management training focuses on emotional regulation in stressful situations. This training specifically addresses time management and establishing healthy boundaries between different areas of life. The two are complementary but address different needs.
Stress management training focuses on emotional regulation in stressful situations. This training specifically addresses time management and establishing healthy boundaries between different areas of life. The two are complementary but address different needs.
How can I tell if my teams really need this training?
Signs such as recurring out-of-hours communication, reports of fatigue or difficulty unwinding, or a slight increase in absenteeism are good indicators. An internal QVCT barometer can also help objectively assess the situation before providing training.
Signs such as recurring out-of-hours communication, reports of fatigue or difficulty unwinding, or a slight increase in absenteeism are good indicators. An internal QVCT barometer can also help objectively assess the situation before providing training.
Contact us
Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
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