What exactly does bleisure mean in the post-Covid economy?
Bleisure travel is an emerging trend in the evolving human capital management (HCM) and human resource development spaces. It is a policy that combines work responsibilities and travel opportunity to benefit employee and employer, says HCM specialist CRS Technologies.
Post-Covid economies remain under pressure, with many industries continuing to struggle. Employers are forced to come up with new and different ways to empower and retail talent, while workers have to be creative when it comes to work/life balance.
Traditionally, business trips and jobs that involved travel had strict conditions. The intention was to keep work travel ‘strictly business’ with a clear agenda and specific deliverables. Times have changed, says Nicol Myburgh, Head: HCM Business Unit at CRS Technologies, who explains that the pendulum has swung and today the expectation is a business model based on flexibility.
“It’s no surprise really that business managers have bought into the notion of merging work with travel. This strategy benefits all parties – employers receive a productivity boost and can capitalise on an increase in innovation and creativity, while employees strengthen the work/life balance and can ‘recharge their batteries’ and not risk falling behind.”
One of the main benefits is an improvement in the physical and mental wellbeing of employees.
“Many businesses are considering agility and chances to reduce expenditure but remain competitive. Bleisure helps keep employees grounded, helps them to feel better and more confident and eager to do more with less,” Myburgh continues.
The basic premise behind this trend is that if there is travel involved in a job, it makes good business sense to ‘make the most of the opportunity’ and include some leisure time. Doing so is good for the employee, good for the business and good for the overall industry.
But CRS Technologies does offer words of caution. “This is by no means a ‘free for all’ situation – if anything it is a far more organised approach. Without the enforcement of responsibilities, terms and conditions, it could easily get out of hand. It goes without saying that aspects like expenses, schedules, deliverables, expectations and itineraries must be discussed and planned for,” says Myburgh.
Additionally, employees cannot become distracted and forget they represent the company on these trips. They may well take advantage of opportunities to expand their networks, develop leads and present the business to the higher echelons of enterprise, but, says Myburgh, they are responsible for maintaining a professional conduct.
Like many countries globally, South Africa has had to redefine its labour legislation and regulations to keep up with this trend. CRS Technologies says it will take some time before the trend becomes commonplace, but there seems to be a willingness in HR and HCM circles to accommodate rather than dismiss.
“South Africa has set rules and regulations in the Basic Conditions of Employment Act and other statutes that govern roles and responsibilities. While these trends are important to consider and monitor, this is not an overnight change in working conditions. It will take time, input, communication and patience to get it right,” Myburgh concludes.
