Yasin’s work can be divided into three streams. The first (and foundational) idea is this relationship between work life and home life. The second and third relate to the ways organisations can create conditions to manage this ‘spillover'. He looks at ways employers can ensure that only positive, enriching work experiences overflow into home life. His evidence shows that organisations benefit from this extra care and consideration, through the increased dedication and motivation of the employee.
He advocates for a two-way relationship between person and organisation. According to his research, the most effective organisations practise ‘reciprocity’. This means that they create conditions that help their employees perform.
Much of Yasin’s work looks at the benefits of empowering employees. Organisations can empower an individual by allowing them to 'customise' their role. This could range from flexible working arrangements to ‘job crafting’: letting employees adjust specific elements of their roles so they feel ownership and responsibility.
Yasin thinks that the most important role of a manager should be to understand employees’ needs and create conditions that accommodate them. If these needs are met, then employee motivation, performance and dedication will increase.
'So here we were able to craft a very important message to managers', says Yasin. 'Put yourself in the shoes of others, take their perspective and try to understand their needs.'
Yasin’s research shows that employees who can customise the terms of their employment have improved wellbeing. This in turn improves their performance at work. A key aspect of this is the recognition that good performance doesn’t happen in isolation. There is a wider context – both at work and at home – that can help or hinder productivity.
All employees are individuals, each with individual circumstances and pressures. So a supportive manager, one who helps create conditions for each individual to succeed, is essential to performance.