● Introduction

The expression work-life balanced was first used in the "United Kingdom" in the late "1970" describe the
balance between an individual's work and personal work.Work balance does not necessarily mean an equal
balance, it is not constant.The right balance for you today may not may be different from tomorrow

Work-life balance is the trade-off between time spent at work and time spent on other non-work
activities. This term pertains to the conflicting schedules of work time and personal time. Many parts of
work can have huge effects on someone's personal life, and many aspects of a person's personal life can
affect his or her work as well. In the modern world of fast technology, it is very difficult for employees to
find a healthy relationship between work and personal life. Employees can be connected to their work,
not just at the workplace, but at home, on vacation, while traveling, and at other personal or non-work
locations.

Work-life balance among employees refers to the harmonious integration of professional responsibilities
and personal life. Achieving balance enhances employee well-being, productivity, job satisfaction, and
overall quality of life. A healthy balance mitigates stress, burnout, and turnover, while fostering
engagement, creativity, and organizational success.

Good work-life balances in the workplace offer a healthy and productive place to work where employees
do not feel mentally or physically drained. Good work-life balance can be displayed in an employee's
mood or efficiency at work. This balance also carries over into the person's personal life. When the work
stays at the workplace, a person can focus on the personal parts of her or her life at home. In order to
have a good work-life balance, employees' personal lives should not affect their work. A bad work-life
balance can occur when the personal life negatively influences the workplace, and this negative effect
can impact working relationships or performance. Bad work-life balance can also see employees
struggling at work, bleeding into their personal lives causing them to make poor personal decisions or
live an unhappy life.

Organizational psychology provides valuable insights into this complex issue, exploring the psychological
factors that contribute to, and are affected by, work-life balance. This essay will delve into the
multifaceted nature of work-life balance, examining its impact on employee well-being, productivity, and
overall job satisfaction, drawing upon relevant psychological theories.

*What is work

Work plays a vital role in the lives of most people , whether paid or unpaid helps to shape our
identity,gives a purpose to our existence, contribute to our social status.Work allows us to structure our
time,spend our days usefully, bring us in contact with different people and diverse places.

*Work encompasses:

1. Job tasks and responsibilities.

2. Career development and advancement.

3.Organizational commitments and obligations.

4.Professional relationships and interactions.

*These definitions frames work as a central aspect of work-life balance, influencing employee
well-being, satisfaction, and overall quality of life.

Work is any activity performed by persons of any sex and age to produce goods and provides services for
use by others or for own use.the defination is irrespective of the job being formal or informal. Excludes
activities that do not involves producing goods or providing services (e.g, begging and stealing) self care(
e.g personal grooming and hygiene) excluding activities that cannot be performed by another person on
one's own behalf ( e.g sleeping, learning and activities for own recreation)

*The expression work-life balanced was first used in the "United Kingdom" in the late "1970" describe
the balance between an individual's work and personal work.Work balance does not necessarily mean an
equal balance, it is not constant.The right balance for you today may not may be different from
tomorrow.

*Work-life balance refers to the ability to manage and balance the demands of work and personal life
effectively.

* work-life balance involves the minimization of work-related stress, and the establishing of a stable and
sustainable way to work while maintaining health and general well-being.

While there’s no magic formula for balancing work and life, nor one sure-fire amount of time you should
allot to one versus the other, work-life balance means you’re equally fulfilled by the duality of your
personal life and your professional life.

*It also means one facet doesn’t dominate the other, and that when it comes time to switch gears, you
feel energized by what’s in store for you that day.

Of course, achieving this balance – especially in our post pandemic new normal of work – is not achieved
without being intentional about it.

*Work-life balance refers to the ability to manage and balance the demands of work and personal life
effectively.

As a manager for instance, it’s important to not only find that balance for yourself – and lead by example
– but to help your employees find their balance, as well.

The key to achieving work-life balance relies on not just what you do while you’re working (i.e., doing
meaningful work, finding purpose in your work, feeling like what you do matters, and that you make a
positive contribution), but what you do outside of work, as well.
In other words, finding fulfillment in hobbies or having go-to methods for restoration are equally
important to striking that balance.

work life balance l looks different at everyone by helping employees achieve a work-life balance takes
attentive listening to your people, as well as a flexible and iterative approach to find what works best for
the organization they work and their lives.

Work-life balance means prioritizing and managing personal and professional responsibilities to
ensure well-being. It means achieving a healthy balance between work and personal life to avoid
feeling overwhelmed and burnout. In today's always on world, achieving a work life balance is
essential to maintain productivity, physical and mental health,and social connection.

For instance;Employees who earn a healthy employee work-life balance can focus on their job while
finding time for personal interests, family and other activities.

work-life balance involves the minimization of work-related stress, and the establishing of a stable and
sustainable way to work while maintaining health and general well-being.

*Definitions of Work-Life Balance from various psychology scholars:

Greenhaus & Allen (2010): "Work-life balance is the extent to which an individual's work and family
roles are compatible and do not interfere with each other, allowing for effective participation in both
roles."

Kossek & Thompson (2016): "Work-life balance refers to the ability to manage the demands of work
and family life in a way that is satisfying and sustainable, without compromising one's well-being or
relationships."

Demerouti & Bakker (2017): "Work-life balance is the equilibrium between the energy expended at
work and the energy recovered during non-work time, influencing overall well-being."

Eby et al. (2015): "Work-life balance is the degree to which individuals are able to manage their work
and family responsibilities, while maintaining their physical and mental health."

Hompson et al. (2017): "Work-life balance is a dynamic process of negotiating and managing multiple
roles, responsibilities, and boundaries to achieve a sense of fulfillment and well-being."

kirchmeyer( 2000) as the achievement of fulfilling experience in the different aspects of life that
requires various resources,like energy,time and commitment and these resources are spread across all
the domains.

*Psychological Theories and Work-Life Balance

Stress and Burnout: The Job Demands-Resources Model (JD-R), developed by Arnold Bakker and Wilmar
Schaufeli (2007) explains how work demands (e.g., workload, deadlines) and resources (e.g., social
support, autonomy) influence employee stress and burnout. Imbalance in these factors often leads to
work-life conflict and reduced well-being.

Motivational Theories: Self-Determination Theory (SDT), proposed by "Edward Deci and Richard Ryan
(2000") highlights the importance of autonomy, competence, and relatedness in motivating employees.
A lack of these elements can lead to decreased job satisfaction and a desire to prioritize personal life
over work.

Cognitive Appraisal: This theory, developed by "Richard Lazarus (1999)", suggests that individuals'
perception and evaluations of work-life demands influence their stress levels and coping mechanisms.
Employees who perceive their work-life conflict as uncontrollable are more likely to experience negative
psychological outcomes.

*IMPORTANCE OF WORK-LIFE BALANCE

The benefits of work life balance extend beyond the Individual employee. Employers also benefits from a
work force that has a health balance between work and personal life. Here are a few reasons why
Work-Life Balance matter:

1 Reduce stress and Burnout; employee who achieve a work- life balance are less likely to experience
stress and burnout. This, in turn leads to higher job satisfaction, better employee morale and increased
productivity.

2. Improve physical and mental Health; prioritizing personal time and activities can help employee
maintain their physical and mental health, reducing the risk of chronic disease, anxiety and depression.

3. Increased retention; Employers who offer work-life balance benefits are more likely to retain their too
talents. Employees who feel valued are supported by their employers are more likely to stay with the
company long-term.

4.Employee Well-being: Work-life imbalance is strongly associated with increased stress, anxiety,
depression, and physical health problems. Employees struggling to balance work and personal life often
experience reduced quality of sleep, poor dietary choices, and decreased physical activity.

5.Productivity and Job Satisfaction: Chronic work-life conflict can lead to decreased productivity,
absenteeism, and turnover. Employees who feel overwhelmed by work demands are less likely to be
engaged in their jobs and experience reduced job satisfaction.

6.Employee Engagement: Employees with good work-life balance tend to be more engaged and
committed to their work. They are more likely to be motivated and contribute positively to the
organization.

Factors that influence WORK- LIFE BALANCE AMONG EMPLOYEES

Individual Factors

Personality traits: Certain personality traits, such as Type A personality, can influence work-life balance.

Impact: Individuals with Type A personality may prioritize work over personal life.

Strategy: Self-awareness, stress management, and boundary setting.

Age and life stage: Different life stages (e.g., parenthood, caregiving) affect work-life balance.

Impact: Caregiving responsibilities may require adjustments to work schedule.

Strategy: Flexible work arrangements, support systems, and prioritization.

Health and well-being: Physical and mental health impact work-life balance.

Impact: Poor health can lead to decreased productivity and increased absenteeism.

Strategy: Wellness programs, self-care, and health monitoring.

Personal values and priorities: Aligning work and personal values enhances work-life balance.

Impact: Misaligned values can lead to dissatisfaction and burnout.

Strategy: Reflect on values, set priorities, and seek alignment.

Self-efficacy and coping skills: Effective coping mechanisms manage stress and maintain balance.

Impact: Inadequate coping skills lead to burnout and decreased productivity.

Develop coping skills, seek support, and practice self-care.

Organizational Factors

Work culture and climate: Supportive work culture fosters work-life balance.

Impact: Unsustainable work culture leads to burnout and turnover.

Strategy: Promote flexibility, autonomy, and well-being.

Managerial support and leadership: Managerial support influences work-life balance.

Impact: Unsupportive managers hinder balance.

Strategy: Train managers, encourage open communication.

Job demands and workload: Manageable workload maintains work-life balance.

Impact: Excessive workload leads to burnout.

Strategy: Prioritize tasks, delegate, and seek support.

Family and Social Factors

Family responsibilities: Caregiving responsibilities impact work-life balance.

Impact: Conflicting responsibilities lead to stress.

Strategy: Flexible work arrangements, support systems.

Spousal or partner support: Supportive partner enhances work-life balance.

Impact: Unsustainable partner support leads to burnout.

Strategy: Communicate needs, seek support.

Technological Factors

Remote work and virtual communication: Technology enables flexibility.

Impact: Blurred boundaries lead to burnout.

Strategy: Set boundaries, prioritize self-care.

Societal and Economic Factors

Economic conditions: Economic instability impacts work-life balance.

Impact: Financial stress affects well-being.

Strategy: Financial planning, support systems.

Job-Related Factors

Job type and industry: Certain jobs or industries require irregular schedules.

Impact: Unpredictable schedules disrupt personal life.

Strategy: Flexible scheduling, support systems.

Interpersonal Factors

Supervisor-subordinate relationships: Supportive relationships enhance work-life balance.

Impact: Unsustainable relationships lead to burnout.

Strategy: Open communication, boundary setting.

By understanding these factors and implementing effective strategies, individuals and organizations can
promote work-life balance.
*strategies for promoting Work-Life Balance (WLB)

By implementing these strategies, individuals, organizations, and societies can promote Work-Life
Balance.

Individual Strategies

1. Set clear boundaries: Establish a clear separation between work and personal life.

2. Prioritize self-care: Engage in activities that promote physical and mental well-being.

3. Seek support: Build a support network of family, friends, and colleagues.

4. Develop time management skills: Effectively manage time to balance work and personal
responsibilities.

5. Learn to say "no": Set realistic limits on workload and responsibilities.

6. Practice mindfulness: Focus on the present moment to reduce stress.

7. Take breaks: Regularly take time off to recharge.

Organizational Strategies

Organizational Policies:Flexible work arrangements (e.g., remote work, flexible hours, compressed
workweeks), generous leave policies (e.g., paid parental leave, sick leave), and on-site childcare facilities
can significantly improve work-life balance.

Employee Training: Organizations can offer training programs on time management, stress management,
and work-life balance strategies. This can include workshops, webinars, and online resources.

Leadership Support: Supportive leaders who prioritize employee well-being and encourage healthy
boundaries can create a work environment conducive to work-life balance. This includes setting realistic
expectations, promoting open communication, and modeling healthy work-life balance practices.

Open Communication: Creating a culture where employees feel comfortable discussing work-life
challenges and seeking support is crucial. This can be achieved through regular check-ins, employee
feedback mechanisms, and confidential counseling services.

Promoting Wellness: Organizations can offer wellness programs that focus on employee well-being. This
includes access to fitness facilities, health screenings, mental health resources, and employee assistance
programs.

Recognizing and Rewarding: Recognizing employees who demonstrate healthy work-life balance
practices and rewarding them for their efforts can reinforce positive behaviors and create a culture of
support.

Technological Strategies
1. Digital detox: Establish technology-free zones and times.

2. Time management tools: Utilize tools like calendars, to-do lists, and time tracking software.

3. Virtual communication: Leverage video conferencing and collaboration tools.

4. Mobile device management: Set boundaries around work-related mobile device use.

5. Cybersecurity: Protect employees' personal data and devices.

Family and Social Strategies

1. Family support: Encourage family involvement in WLB decisions.

1. Social support networks: Build relationships with friends, family, and colleagues.

2. Community involvement: Engage in local community activities.

3. Caregiver support: Provide resources for caregivers.

4. Parental leave: Offer paid parental leave.

Societal and Economic Strategies

1. Public policy support: Advocate for WLB-supporting policies.

2. Economic incentives: Offer incentives for businesses prioritizing WLB.

3. Education and awareness: Promote WLB importance.

4. Research and development: Study WLB best practices.

5. Collaboration and partnerships: Foster partnerships between organizations, governments, and

communities.

Interpersonal Strategies:

1. Effective communication: Foster open communication.

2. Boundary setting: Establish clear boundaries.

3. Emotional intelligence: Develop emotional intelligence.

4. Conflict resolution: Develop conflict resolution skills.

5. Mentorship: Provide mentorship and coaching.

Importance of work-life balanced among employees

The importance of Work-Life Balance (WLB) extends beyond individual well-being to organizational
and societal benefits.

Individual Importance:

1.Reduced stress and burnout: WLB helps manage workload, preventing excessive stress and burnout.

2.Improved mental and physical health: Adequate rest, exercise, and self-care enhance overall
well-being.

3.Increased job satisfaction and engagement: Balanced individuals are more motivated and committed.

4. Better relationships with family and friends: Quality time with loved ones strengthens bonds.

5. Enhanced overall quality of life: WLB contributes to a sense of fulfillment and happiness.

Organizational Importance:

1. Increased employee retention and reduced turnover: Supportive workplaces attract and retain talent.

2. Improved morale and job satisfaction: Happy employees are more productive and engaged.

3. Enhanced productivity and performance: Balanced teams achieve better results.

4. Better decision-making and problem-solving: Clear minds facilitate effective decision-making.

5. Increased creativity and innovation: Diverse perspectives and fresh ideas emerge.

SOCIETAL IMPORTANCES

1. Stronger families and communities: Balanced individuals contribute to cohesive social units.

2. Improved public health and well-being: Healthy citizens reduce healthcare burdens.

3. Increased economic stability and growth: Productive workforce drives economic progress.

4. Reduced healthcare costs and utilization: Preventive self-care minimizes medical expenses.

5. Increased social cohesion and civic engagement: Balanced individuals participate actively.

Economic Importance:

Research has showed the following estimates due to work related stress in work place environment/
Organization

1. Estimated $300 billion annual loss due to work-related stres*: Stress management is crucial.

2. $150 billion annual loss due to absenteeism: Healthy employees reduce absenteeism.

3. 21% increase in productivity with WLB: Balanced employees achieve more.

4. 25% reduction in turnover with WLB: Retaining talent saves recruitment costs.

5. $1.3 trillion annual economic benefit of WLB: Investing in WLB yields significant returns.

Some ways to help employees to promote balance work and life

Promoting a healthy work life balance means looking at the bigger picture – workload, health, well
being, socializing, restoration,and taking a holistic approach to integrate all of those facets into a careful
balance that sustains, nourishes, and motivates employees to put in their best inside and outside of
the workplace.

Some ways to help your employees establish a better work life balance:

1. Recognize that each employee is different

Some employees may be happy with how they manage their personal life vs. their work life. Others may
struggle and feel that they haven’t got their work life integration right yet. Some people thrive on
starting work early and finishing early, whereas others function better starting late and finishing late.
Some people would love to job share, go part time, or have flexible work hours but don’t quite know
how to articulate that with their leaders.

Companies that attract and retain top talent do so because they recognize that every employee is an
individual, and personalize their experiences at work to get the best out of them.

2. Offer flexible work schedules and hybrid working

In one poll, 81% of employees considered flexible working to be important and valuable. Workers who
are empowered to manage where, when and how they work, being able to fit in personal activities as
well as work remotely tend to demonstrate more employee engagement and a more positive employee
experience than those who have a more rigid, controlled workplace experience.

3. Focus on productivity rather than long hours of work

Some jobs take less time than expected, some take more. When employees feel they don’t have to do a
full eight-hour day every day if they’ve finished their tasks, but will put in extra time when the job
requires it – that’s a healthy work environment. It’s a work culture focused on achievement, not
clock-watching.

Rewind to pre-2020, before the pandemic. The way we defined – and approached – balancing our
work lives with our personal lives looked very different from how it does today.

In fact, many employees had a poor work life balance in 2019:

26% of work was taken home and done at evenings and weekends

40% of people were still on their computers and laptops after 10pm

Workers spent just 8 hours a day on productive tasks

While working from home (WFH) and working from anywhere (WFA) were beginning to gain some
traction by 2019, it took the global lockdowns of 2020 and 2021 to completely disrupt the way we
work.

For many people, remote work and hybrid work completely changed:

4. Insist on breaks

There’s a reason TED talks are 18 minutes long – people’s concentration tends to wane after more than
18 minutes. And the Pomodoro technique for beating procrastination and improving focus recommends
a break every 25 minutes:

While working from home (WFH) and working from anywhere (WFA) were beginning to gain some
traction by 2019, it took the global lockdowns of 2020 and 2021 to completely disrupt the way we work.

For many people, remote work and hybrid work completely changed:

Work-Life Balance: A Two-Sided Coin. Work-life balance (WLB) is a concept often praised, but its
implementation and impact are not without their nuances. Like any other concept, it has its own set of
advantages and disadvantages.

*Advantages of Work-Life Balance

Improved Employee Well-being: Employees with a good WLB experience reduced stress, anxiety, and
depression, leading to better physical and mental health. This translates to a happier and healthier
workforce.

Enhanced Productivity: Employees who feel less stressed and have time for personal pursuits are often
more engaged and productive at work. They bring renewed energy and focus to their tasks.

Feeling in control of both work and personal life leads to greater job satisfaction and a sense of
fulfillment. This, in turn, reduces employee turnover and absenteeism.

Stronger Organizational Culture: A culture that promotes WLB attracts and retains top talent. It fosters a
sense of trust and respect, leading to a more positive and collaborative work environment.

Improved Organizational Performance: A healthy WLB culture can lead to increased productivity,
reduced costs (due to lower turnover and absenteeism), and a stronger reputation, ultimately enhancing
organizational performance.

*Disadvantages of Work-Life Balance

Difficult to Achieve: Achieving a perfect balance can be challenging, especially in demanding work
environments. Individuals may struggle to find the right mix of work and personal life that works for
them.

Blurred Boundaries: Flexible work arrangements, while helpful, can sometimes lead to blurring of work
and personal life boundaries. This can lead to increased work hours and difficulty in disconnecting from
work.

Potential for Exploitation:In some cases, employers may take advantage of flexible work arrangements
to expect employees to be available outside of regular work hours, potentially eroding the benefits of
WLB.

Perceived as a "Privilege":Not all employees may have the same access to flexible work arrangements or
resources that support WLB. This can create a perception of unfairness and inequality among employees.

Potential for Reduced Collaboration: Remote work arrangements, while promoting flexibility, can
sometimes hinder teamwork and collaboration, especially for tasks requiring face-to-face interaction.

*Factors Influencing Work-Life Balance Among Employees:*

Individual Factors:

1. Age: Different life stages and responsibilities impact work-life balance.

2. Gender: Women often bear more caregiving responsibilities, affecting balance.

3. Personality: Traits like perfectionism, Type A personality, and neuroticism can impact balance.

4. Health and Well-being: Physical and mental health influence energy levels and balance.

5. Career Stage: Early career stages often require more work hours, impacting balance.

Organizational Factors:

1. Work Schedule: Long hours, shift work, and overtime affect balance.

2. Job Demands: High workload, pressure, and responsibility impact balance.

3. Managerial Support: Supportive managers facilitate work-life balance.

4. Organizational Culture: Culture emphasizing work-life balance promotes employee well-being.

5. Technology: Technology can both enable and disrupt work-life balance.

Family and Social Factors:

1. Family Responsibilities: Caregiving for children, elderly, or disabled family members impacts balance.
2. Spousal Support: Supportive partners facilitate work-life balance.

3. Social Network: Strong social connections outside work enhance overall well-being.

4. Leisure Activities: Engaging in hobbies and interests outside work promotes balance.

Societal and Economic Factors:

1. Socioeconomic Status: Financial constraints can limit choices and impact balance.

2. Cultural Expectations: Societal expectations around work and family roles influence balance.

3. Government Policies: Laws and regulations supporting work-life balance (e.g., parental leave) impact
employees.

Technological Factors:

1. Remote Work: Flexibility and autonomy, but also potential blurring of boundaries.

2. Digital Communication: Constant connectivity can disrupt work-life balance.

3. Automation: Job insecurity and changing work demands due to automation.

These factors interact and influence one another, making work-life balance a complex and multifaceted
issue.

*Causes of Work-Life Conflict:*

Work-Related Factors:

1. Long Working Hours: Excessive work hours, overtime, and shift work.

2. Work-Related Stress: High workload, pressure, and responsibility.

3. Lack of Control: Limited autonomy, micromanaging, and inflexible work arrangements.

4. Poor Work Environment: Uncomfortable workspace, lack of resources, and unsupportive colleagues.

5. Career Demands: Frequent travel, relocation, and job insecurity.

Family and Personal Factors:

1. Family Responsibilities: Caregiving for children, elderly, or disabled family members.

2. Relationship Issues: Conflicts with spouse, partner, or family members.

3. Personal Health: Chronic illness, disability, or mental health concerns.

4. Elder Care: Caring for aging parents or relatives.

5. Personal Interests: Conflicting hobbies or interests with work schedule.

Boundary-Related Factors:

1. Blurred Boundaries: Constant connectivity, email, and work-related tasks outside work hours.

2. Work Creep: Gradual encroachment of work into personal time and space.

3. Lack of Downtime: Insufficient time for relaxation, recreation, and rejuvenation.

Organizational Culture Factors:

1. Culture of Overwork: Expectations of long hours, sacrifice, and dedication.

2. Lack of Support: Inadequate resources, training, or support for work-life balance.

3. Inflexible Policies: Rigid work arrangements, insufficient leave, and inflexible scheduling.

Technological Factors:

1. Digital Overload: Excessive emails, notifications, and digital demands.

2. Remote Work Challenges: Difficulty disconnecting from work, social isolation, and blurred boundaries.

Societal and Economic Factors:

1. Socioeconomic Pressures: Financial constraints, debt, and economic uncertainty.

2. Cultural Expectations: Societal expectations around work, family, and personal responsibilities.

ways to help your employees balance work and life

Promoting a healthy work life balance means looking at the bigger picture – workload, health, well
being, socializing, restoration, and more – and taking a holistic approach to integrate all of those facets
into a careful balance that sustains, nourishes, and motivates your employees to be their best selves
inside and outside of the workplace.

The following are some ways to help employees establish a better work life balance:

1. Recognize that each employee is different

Some employees may be happy with how they manage their personal life vs. their work life. Others may
struggle and feel that they haven’t got their work life integration right yet. Some people thrive on
starting work early and finishing early, whereas others function better starting late and finishing late.
Some people would love to job share, go part time, or have flexible work hours but don’t quite know
how to articulate that with their leaders.
Companies that attract and retain top talent do so because they recognize that every employee is an
individual, and personalize their experiences at work to get the best out of them.

2. Offer flexible work schedules and hybrid working

In one poll, 81% of employees considered flexible working to be important and valuable. Workers who
are empowered to manage where, when and how they work, being able to fit in personal activities as
well as work remotely tend to demonstrate more employee engagement and a more positive employee
experience than those who have a more rigid, controlled workplace experience.

3. Focus on productivity rather than long hours of work

Some jobs take less time than expected, some take more. When employees feel they don’t have to do a
full eight-hour day every day if they’ve finished their tasks, but will put in extra time when the job
requires it that’s a healthy work environment. It’s a work culture focused on achievement, not
clock-watching.

4. Insist on breaks

There’s a reason TED talks are 18 minutes long – people’s concentration tends to wane after more than
18 minutes. And the Pomodoro technique for beating procrastination and improving focus recommends
a break every 25 minutes:

Employee work life balance: What it is and how to promote work_ life balance

Employee work life balance is a wellbeing issue: it’s how an employee manages their professional and
personal responsibilities so that they do a good job, and have enough rest and leisure time to recharge.
A healthy employee work life balance also drives engagement, productivity, and retention. Why does it
matter and how can you support employees to get the balance right?

Rewind to pre-2020, before the pandemic. The way we defined – and approached – balancing our work
lives with our personal lives looked very different from how it does today.

In fact, many employees had a poor work life balance in 2019:

26% of work was taken home and done at evenings and weekends

40% of people were still on their computers and laptops after 10pm

Workers spent just 8 hours a day on productive tasks

Quote from Paul

While working from home (WFH) and working from anywhere (WFA) were beginning to gain some
traction by 2019, it took the global lockdowns of 2020 and 2021 to completely disrupt the way we work.

For many people, remote work and hybrid work completely changed:

our work habits

schedules

where and when we get work done

the boundaries we have between work and home.

While some employees used to complain about commuting journeys, at least they signaled a beginning
and an end to the workday – something many remote and hybrid workers now struggle to recognize.

And while some knowledge workers already had access to work-issued technology like a smartphone,
the pandemic exacerbated our technology use. For many, video calls were the only means of
communication and socialization for a moment in time.

With our constant, 24/7 access to work – and workplace technology – creating a good work life balance
is more critical than ever.

With this in mind, we’ve taken a closer look at what’s needed to achieve work life balance, why it
matters so much, plus actionable tips to balance work and life in our always-on world.

Free eBook: 2025 employee experience trends report

Of course, achieving this balance – especially in our post pandemic new normal of work – is not achieved
without being intentional about it. As a manager, it’s important to not only find that balance for yourself
– and lead by example – but to help your employees find their balance, as well.

The key to achieving work-life balance relies on not just what you do while you’re working (i.e., doing
meaningful work, finding purpose in your work, feeling like what you do matters, and that you make a
positive contribution), but what you do outside of work, as well.

And again, work life balance will look different to everyone. Helping employees achieve a work-life
balance takes attentive listening to your people, as well as a flexible and iterative approach to find what
works best.

The following are some ways to help your employees establish a better work life balance:
1. Recognize that each employee is different

Some employees may be happy with how they manage their personal life vs. their work life. Others may
struggle and feel that they haven’t got their work life integration right yet. Some people thrive on
starting work early and finishing early, whereas others function better starting late and finishing late.
Some people would love to job share, go part time, or have flexible work hours but don’t quite know
how to articulate that with their leaders.

Companies that attract and retain top talent do so because they recognize that every employee is an
individual, and personalize their experiences at work to get the best out of them.

2. Offer flexible work schedules and hybrid working

In one poll, 81% of employees considered flexible working to be important and valuable. Workers who
are empowered to manage where, when and how they work, being able to fit in personal activities as
well as work remotely tend to demonstrate more employee engagement and a more positive employee
experience than those who have a more rigid, controlled workplace experience.

3. Focus on productivity rather than long hours of work

Some jobs take less time than expected, some take more. When employees feel they don’t have to do a
full eight-hour day every day if they’ve finished their tasks, but will put in extra time when the job
requires it – that’s a healthy work environment. It’s a work culture focused on achievement, not
clock-watching.

4. Insist on breaks

There’s a reason TED talks are 18 minutes long – people’s concentration tends to wane after more than
18 minutes. And the Pomodoro technique for beating procrastination and improving focus recommends
a break every 25 minutes:

All this screams that taking breaks is good for employees’ work life balance. Encouraging breaks away
from the desk, short walks, or moving to other areas of the office for a change of scene is an important
aspect of a well being program.

5. Allow free time for volunteering and giving back

Millennials, who are increasingly becoming influential in the workforce, are the generation most likely to
have volunteered in the past 12 months, according to research by the Pew Research Center. They tend to
be more motivated by social justice and action rather than just cold, hard salary when looking for an
employer.

Conclusions

Work-life balance is not simply a matter of personal preference; it is a critical factor influencing
employee well-being, productivity, and organizational success. By understanding the psychological
theories that underpin work-life balance, organizations can develop strategies to foster a culture that
supports employees in navigating the demands of both work and personal life.While the advantages of
work-life balance are significant, achieving a true balance requires careful consideration, open
communication, and clear boundaries between work and personal life. Organizations need to be
proactive in promoting a culture that supports WLB while also ensuring that employees are not exploited
or disadvantaged.

Employers play a significant role in promoting Work-Life Balance among their employees. Employers
prioritizing Work-Life Balance enhance employee well-being, increase retention rates, boost productivity,
and attract top talent. In today's highly competitive job market, a healthy Work-Life Balance has become
crucial in attracting and retaining employee.

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Jones,F; Burke.R.J; Westman,M(2013). Work-Life Balance: A psychological perspective.

Kirchmeyer.C.(2000) Work-Life Initiative: Greed or benevolence regrading worker's.

Definition: Work-life balance refers to the ability to manage and balance the demands of work and
personal life effectively

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Work-Life Balance Conference (annual)

International Conference on Work-Life Balance (biennial)

World Health Organization. (2019). Mental health in the workplace.

Society for Human Resource Management. (2020). 2020 Employee Benefits Survey.

American Psychological Association (APA) - Work-Life Balance

Society for Human Resource Management (SHRM) - Work-Life Balance