Balancing Work and Life: Managing a Sales Team Through Being Human

We all have lives outside of work, family commitments, health appointments, personal time to recharge. As leaders, it's essential to recognise that our team members are not just workers, they are people with personal responsibilities and experiences that shape their lives. The key to leading with compassion and effectiveness is finding the balance between being professional and being human.

In my experience, managing through being human means giving clear direction and parameters while also trusting my team to get the job done. Do what you’ve got to do and don’t miss the little things. Don't miss the school concert, don't miss the medical appointment, because life outside of work is real life, too.

1. Understanding the Need for Work-Life Balance

As a leader, it’s crucial to acknowledge that everyone on your team has a personal life that doesn’t stop just because they’re at work. In fact, a healthy work-life balance has been proven to increase productivity, reduce burnout, and foster a more loyal and engaged workforce. According to Gallup, 53% of employees who have a healthy work-life balance are less likely to leave their job within a year, which shows the direct impact balance can have on retention.

When you recognise that your team has lives outside of work, you can create a more supportive, trusting environment. This leads to greater commitment, as people are willing to go the extra mile when they feel respected and understood as individuals, not just employees.

2. Trusting Your Team to Get the Job Done

While it’s essential to provide clear direction and parameters, trust is key in allowing your team to manage their own time and responsibilities. Giving team members the autonomy to juggle their personal and work lives can lead to greater job satisfaction and productivity.

This is why I believe in empowering my team to take ownership of their work. As long as the objectives are clear, I trust them to make the necessary decisions to get the job done. “Do what you’ve got to do, and don’t miss the little things” isn’t just a motto, it’s a reminder that sometimes, life happens, and we should be flexible and understanding.

If a team member needs to take time off for a child’s school play or an important medical appointment, I encourage it. The work will still get done, and in the long term, they’ll be more committed and motivated when they feel supported.

3. Setting Clear Expectations Without Micromanaging

As a leader, you need to set clear goals and expectations for your team, but that doesn’t mean micromanaging their every move. By setting clear parameters, you allow your team the space to make decisions and manage their time effectively.

This balance between guidance and autonomy is vital. Research by Harvard Business Review found that employees who experience both clarity in their roles and freedom to manage their own time are 35% more engaged in their work. When people feel that their time is respected, they’re more likely to deliver results, even when life gets in the way.

Being human as a leader means showing empathy and understanding but also ensuring that your team knows what success looks like. Clarity in objectives and timelines, combined with flexibility in execution, creates an environment where people feel both accountable and trusted.

4. Leading by Example: Prioritising Your Own Balance

One of the most important things we can do as leaders is lead by example. If you don’t prioritise your own work-life balance, how can you expect your team to do the same? By demonstrating that it’s okay to take personal time, you send a powerful message to your team that their well-being matters.

I personally ensure that I balance my work commitments with my family time, health, and personal interests. This has helped me stay grounded and focused, and it’s something I encourage in my team as well.

By setting boundaries, encouraging time off, and understanding when life outside of work needs to take precedence, you can create a healthy, thriving work culture that values both productivity and personal well-being.

5. The Benefits of a Human-Centric Leadership Approach

When you manage with empathy, trust, and a clear understanding of work-life balance, you create a culture where your team is empowered, motivated, and engaged. This kind of leadership is not only effective in driving results but also in building a supportive, sustainable environment for everyone.

A study from McKinsey & Company showed that businesses with leaders who demonstrate empathy and compassion see a 60% higher performance rate in their teams. When you show your team that you’re not just their boss but a human who understands the need for balance, you’re more likely to see higher productivity, morale, and loyalty.

Final Thoughts

Being human as a leader isn’t just about understanding the needs of your team, it’s about respecting those needs and creating an environment where work-life balance is not only encouraged but supported. By providing clear direction, trusting your team, and setting boundaries, you allow your team to thrive both at work and in their personal lives. After all, a happy, balanced team is one that will go the extra mile and deliver exceptional results.

At Summit Sales Solutions, we understand that the key to scaling sales without chaos is not only about systems and processes but also about empowering leaders to create the right environment for their teams. If you’re looking to build a high-performing sales team that thrives both personally and professionally, let’s have a conversation. We’re here to help you implement the right strategies for long-term growth, with a focus on people-first leadership.