research questions on work life balance

The work-life balance questions to ask to get yours on the right track

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Why is work-life balance important?

Check in with yourself using these 4 questions, finding an employer with a better balance, moving forward.

Work-life balance can seem like an ideal impossible to achieve. Maintaining boundaries has especially been hard for some since the pandemic and the rise of work-from-home.

Some people even romanticize burnout . We praise those who arrive first at the office and are the last to leave. Or, in remote work, we are in awe of the person who seems to be on top of their IMs from dawn to dusk (across timezones).

When we ask employees to work overtime, come in on weekends, or send emails late at night, it raises work-life balance questions. That's aside from the question of whether a person is even producing good work in those hours.

Overworking isn’t the answer to achieving your goals, and, ultimately, will make it harder for you to achieve them. While balance might be the wrong word, people who can separate productivity from their sense of worth and cultivate a healthy personal life often perform better. Especially over time.

The right mix differs for everyone. It varies depending on your life stage, family situation, and career goals. Regardless of your situation, asking yourself these work-life balance questions will help you identify what balance or integration you need now. Plus, we have eight tips to better balance your work and life.

Working excessive hours might feel productive, but it often works against achieving our goals. Here are some signs you might be overworking yourself:

1. Higher levels of irritation and anxiety

Do you snap at people easily? Do you have trouble sleeping at night ? Are you ruminating on the day’s accomplishments and what you need to do tomorrow even after you’ve left the office? These might be signs that you’re overworked.

2. No interest in social int eraction

If you commonly use the phrases, “Sorry I can’t go out to dinner, I have work in the morning;” “I can’t join you this weekend, I’m just too exhausted from work;” “I need to catch up on work this weekend, let’s hang out another time,” your job is taking too much from you.

3. Screen fatigue

Having sore, tired, or burning eyes, experiencing double vision, and having neck pains or increased sensitivity to light are all signs you might be spending too much time at your desk.

4. Lack of personal growth

If you don’t check in with yourself enough, you can’t have a healthy work-life balance. You may have stopped journaling, meditating, or reviewing your goals . Work and fatigue have consumed all your emotional energy.

5. Lower productivit y or effectiveness

If you’re working too much, you aren’t going to be as productive . Remember, productivity in many jobs isn't about just sending more emails or crossing more tasks off the list. It's about being effective and achieving outcomes efficiently.

Failing to rest and take the breaks that you need to stay motivated and focus harms your workflow. You might find yourself spending more time working while producing lower quality — or even less — work.

These are just a few symptoms of overworking. If you want to make a change, BetterUp can help . With extra support, you can review how you spend your time, the causes of your stress, and what balance would be more appropriate for you. You don’t need to le t your job dominate your life to meet your goals.

It can be challenging to step back and assess your work-life balance. These questions are a great place to start if you can find some time .

As you’re thinking things through, remember to be honest with and kind to yourself . Try writing your answers in a journal or in a private note on your phone. Don’t overthink it. You can always edit your answers later if they don’t feel right.

1. How often do you work late because of something urgent?

It’s normal for a job to have emergencies. But if it’s happening every day, you might have a problem. Be honest about whether your tasks are sincerely urgent. What feels pressing can, most of the time, wait until tomorrow.

If everything is do-or-die, you might have a different issue on your hands. Your role as the problem solver puts an unfair burden on your shoulders, and someone is asking too much of you. It might be time to consider creating a new role to help you at work.

You can also work on delegating tasks . Do you really need to be the one doing everything or can you give others on your team opportunities to grow?

You may decide, after reflection and trying out some new ideas, that you do need to find a job that’s better for your well-being . Some industries and companies move at a faster pace than others. A fast-growth startup, for instance, is always going to test your ability to find balance in a way that a large mature company might not.

2. Do you enjoy your work?

If there’s one thing that seems to unite a crowd, it’s complaining about work. Sometimes that's funny. Even dream jobs have the occasional off-day. But just because people like to complain, don't be fooled. You should expect to find some sense of satisfaction, enjoyment, meaning, or purpose in your work — even if it also still feels like work.

Take an honest look at your workload. Does the good outweigh the bad? Are you interested, engaged, and having fun , or does every day drain your energy? If your answer is the latter, it might be time for a new job.

Businesspeople-Working-In-An-Office-work-life-balance-questions

3. How often do you check your phone?

It’s one thing to check your emails or Slack messages during a meeting. It’s another to be doing that during your child’s soccer game. Your professional life shouldn’t demand all of your time. If you’re constantly reading and replying to messages, it might be time for a re-adjustment.

Since the COVID-19 pandemic began, remote work has made it easier to work long hours or overfill our work schedules. Just because you aren’t leaving the office at 5pm doesn’t mean you have to keep working. Learn to switch off by muting Slack and your email after a certain hour, and know that everything else is tomorrow’s problem.

Woman-Working-At-Home-work-life-balance-questions

4. What does work-life balance mean for you?

This is the most important question of all. Is it flexibility? Is it predictability? Is it work that's not too challenging? Is it challenging work that feels worth the time away from family?

If you have a family , does it mean having dinner together every night? If you’re single, does it mean spending more time with your friends or on your hobbies? Everyone will have different answers. Once you have yours, determine whether it’s compatible with your current job or if you need a change .

If you decide it’s time to start a job search, here’s what you can do during the interview process to avoid overwork and burnout. Be clear on what you value going in. Is it a set predictable schedule? Is it less than 40 hours a week? Or, is it just the flexibility to choose when and how you work?

Engineers-Working-Together-work-life-balance-questions

1. Start with the job description

No job description will openly admit, “This job will require you to sacrifice family time.” But there are some code words to look out for. Look for phrases like:

“A willingness to work outside of regular hours”
“Competitive work environment”
“Fast-paced”

Also, take into account the size of the company. Start-ups and not-for-profits often depend on small teams to manage large workloads. This can eat away your work-life balance. It doesn't mean that you can't find a way to do challenging work and have the life you want, but it will take some effort and intention on your part. A good employer helps.

Female-Team-Working-work-life-balance-questions

2. Do some investigating

If you’re interested in a company, you can take some extra steps to inform yourself:

Lean on your networks. Check your LinkedIn network for people who either work there or have worked there previously. If you don’t know anyone, maybe you have a connection that does. Current and former employees can warn you about long hours and a poor work culture. If the job satisfaction seems high, you’re probably looking at a positive work environment.
Find industry experts. Speak to people who work in the same industry as the company you’re applying to and ask about the company’s reputation.
Check company reviews. There are many websites where people can rate their employers. Check for any concerning reviews. One of the most popular sites, Glassdoor offers reviews from employees , current and former. Remember that you won’t have the whole story — disgruntled employees will have a severe bias, but it provides some insight into the company culture.

3. Ask during the job interview

Remember, you’re evaluating prospective employers as much as they’re evaluating you. You can learn a lot about their workflow by asking a hiring manager some simple interview questions.

What is the company culture like? This is a covert way to find out if you’re entering a toxic work environment . If there were no red flags in the job description, they might appear here. Good employers would outline their mental health programs or employee engagement initiatives.
What do you do to support work-life balance? If the hiring manager is uncomfortable with questions about work-life balance, their company is probably not the best choice for you.
Why is this position open? This can help you learn about their employee retention. Watch out for answers that might be code for “burnout” or “overwork.” For example, “She left to spend more time with her family” could indicate a heavy workload.
What is a typical day like in this position? Ask them to paint a picture. This will tell you about the day-to-day operations of the job, which could reveal potential workload issues.

If you’re interviewing in person, pay attention to the other workers in the office. If you’re there at lunch, are people eating at their desks? If it’s nearing the end of the day, are people still focused on their computers? You might find yourself among them as their co-worker if you take the job.

Determining what’s best for you isn’t easy, but you should know when enough is enough. A job that interrupts your weekend and keeps you from your children isn’t a good one. These work-life balance questions a re the first step to getting yours back.

BetterUp can help you see why work-life balance is important and show you how to maintain it. With the right support, you can make the changes you need to enjoy your personal life while prioritizing your work goals.

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Develop the skills you need to tackle life's ups and downs with confidence. A BetterUp Coach can help you build resilience, set goals, and navigate change.

Maggie Wooll, MBA

Maggie Wooll is a researcher, author, and speaker focused on the evolving future of work. Formerly the lead researcher at the Deloitte Center for the Edge, she holds a Bachelor of Science in Education from Princeton University and an MBA from the University of Virginia Darden School of Business. Maggie is passionate about creating better work and greater opportunities for all.

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Self-care and work-life balance: how to take care of yourself, conscious parenting: raise your children by parenting yourself, how to organize your life (and keep it that way), being the boss: 10 tips to find work-life balance for managers, what to do in retirement: finding purpose and fulfillment, the 20 best hobbies to do after work to unwind and relax, 6 tips to balance family and work — without sacrificing both, feeling tired 7 reasons to take a vacation, similar articles, how to have a good work-life balance, how to get permission for taking a sabbatical from work, what is work-life balance, overworked 6 signs to spot if it's a problem, overcoming hustle culture and achieving work-life balance in startups, a marathon, not a sprint: work-life balance cycle versus achievement, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Work-Life Balance Is a Cycle, Not an Achievement

Mayra Ruiz-Castro

A five-step approach to identify and overcome unhealthy work habits.

Research has definitively shown that overwork isn’t good for employees or their companies — and yet, in practice, it can be hard to overcome unhealthy work habits and reach a more sustainable work-life balance. To explore what it takes for busy professionals to make a change for the better, the authors conducted a series of interviews with mid- and senior-level managers at two global firms. They found that while the majority of respondents assumed working long hours was inevitable, a significant minority of them were able to resist this pressure and achieve a healthier balance through a process of increasing awareness, conscious reprioritizing, and implementation of public and private changes. The authors go on to emphasize that to achieve lasting change, you must view this process not as a one-time activity, but as a cycle in which you constantly re-evaluate your evolving feelings and priorities, and adjust your work and life choices accordingly.

Despite the resounding evidence that working long hours can be harmful to both employees and employers, many professionals still struggle to overcome their assumptions — and their deeply-ingrained habits — around work hours. What does it take to free yourself from these unhealthy patterns and reach a more sustainable, rewarding work-life balance?

IL Ioana Lupu is an Associate Professor at ESSEC Business School France. She is interested in overwork, work-compulsion & performance measurement in knowledge-intensive settings, such as audit, consulting, and law firms. Follow her on LinkedIn and Twitter @lupu_io.
MR Mayra Ruiz-Castro is a Senior Lecturer at the University of Roehampton, UK. Her research focuses on equality at work and at home. Follow her on LinkedIn and Twitter at @MayraRuizCastr1.

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Work-life balance -a systematic review

Vilakshan - XIMB Journal of Management

ISSN : 0973-1954

Article publication date: 15 December 2021

Issue publication date: 31 July 2023

This study aims to systematically review the existing literature and develop an understanding of work-life balance (WLB) and its relationship with other forms of work-related behavior and unearth research gaps to recommend future research possibilities and priorities.

Design/methodology/approach

The current study attempts to make a detailed survey of the research work done by the pioneers in the domain WLB and its related aspects. A total of 99 research work has been included in this systematic review. The research works have been classified based on the year of publication, geographical distribution, the methodology used and the sector. The various concepts and components that have made significant contributions, factors that influence WLB, importance and implications are discussed.

The paper points to the research gaps and scope for future research in the area of WLB.

Originality/value

The current study uncovered the research gaps regarding the systematic review and classifications based on demography, year of publication, the research method used and sector being studied.

Work-life balance
Flexibility
Individual’s ability to balance work-life
Support system
WLB policy utilization
Societal culture

S., T. and S.N., G. (2023), "Work-life balance -a systematic review", Vilakshan - XIMB Journal of Management , Vol. 20 No. 2, pp. 258-276. https://doi.org/10.1108/XJM-10-2020-0186

Emerald Publishing Limited

Published in Vilakshan – XIMB Journal of Management . Published by Emerald Publishing Limited. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence maybe seen at http://creativecommons.org/licences/by/4.0/legalcode

Introduction

In this technological era, work is becoming demanding with changing nature of work and working patterns (Thilagavathy and Geetha, 2020 ). The proactive, aggressive and demanding nature of business with the intention of reaching the top requires active involvement and comprehensive devotion from the employees, thereby compromising their work-life balance (WLB) (Turanlıgil and Farooq, 2019 ). Research concerning the work-life interface has exploded over the past five decades because of the changing trends in the nature of gender roles, families, work and careers (Powell et al. , 2019 ). Researchers in this domain has published many literature reviews with regard to WLB. It is argued that the study of WLB remains snowed under by a lack of conceptual clarity (Perrigino et al. , 2018 ). Thus, research and theory only partially view the employees’ work-life needs and experiences.

How WLB is conceptualized in the past?

What are the factors that significantly influenced WLB?

In which geographical areas were the WLB studies undertaken?

Which sectors remain unstudied or understudied with regard to WLB?

Methodology

We systematically conducted the literature review with the following five steps, as shown in Figure 1 . The first step was to review the abstracts from the database like EBSCO, Science Direct, Proquest and JSTOR. The articles from publishers like ELSEVIER, Emerald insight, Springer, Taylor and Francis and Sage were considered. The literature survey was conducted using the search terms WLB, balancing work and family responsibility and domains of work and life between the period 1990 to 2019. This search process led to the identification of 1,230 relevant papers. Inclusion criteria: The scholarly articles concerning WLB published in the English language in journals listed in Scopus, web of science or Australian business deans council (ABDC) were included in this review. Exclusion criteria: The scholarly articles concerning WLB published in languages other than English were not taken into consideration. Similarly, unpublished papers and articles published in journals not listed in Scopus, web of science or ABDC were excluded.

In the second step, we identified the duplicates and removed them. Thus, the total number of papers got reduced to 960. Following this, many papers relating to work-life spillover and work-life conflict were removed, resulting in further reduction of the papers to 416. Subsequently, in the third step, the papers were further filtered based on the language. The paper in the English language from journals listed in Scopus, web of science or ABDC were only considered. This search process resulted in the reduction of related papers to 93. The fourth step in the search process was further supplemented with the organic search for the related articles, leading to 99 papers illustrated in Appendix Table 1 . In the fifth step, an Excel sheet was created to review the paper under different headings and the results are as follows.

Literature review

Evolution and conceptualization of work-life balance.

WLB concern was raised earlier by the working mothers of the 1960s and 1970s in the UK. Later the issue was given due consideration by the US Government during the mid of 1980. During the 1990s WLB gained adequate recognition as the issue of human resource management in other parts of the world (Bird, 2006 ). The scholarly works concerning WLB have increased, mainly because of the increasing strength of the women workforce, technological innovations, cultural shifts in attitudes toward the relationship between the work and the family and the diversity of family structures (Greenhaus and Kossek, 2014 ). The research works on WLB include several theoretical work-family models. Though the research on WLB has expanded to a greater extend, there are considerable gaps in our knowledge concerning work-family issues (Powell et al. , 2019 ).

Moreover, in studies where WLB and related aspects are explored, researchers have used different operational definitions and measurements for the construct. Kalliath and Brough (2008) have defined WLB as “The individual’s perception that work and non-work activities are compatible and promote growth in accordance with an individual’s current life priorities.” WLB is “a self-defined, self-determined state of well being that a person can reach, or can set as a goal, that allows them to manage effectively multiple responsibilities at work, at home and in their community; it supports physical, emotional, family, and community health, and does so without grief, stress or negative impact” (Canadian Department of Labor, as cited in Waters and Bardoel, 2006 ).

Figure 2 depicts the flowchart of the framework for the literature survey. It clearly shows the factors that have been surveyed in this research article.

Individual factors

The individual factors of WLB include demographic variables, personal demands, family demands, family support and individual ability.

Work-life balance and demography.

WLB has significant variations with demographic variables (Waters and Bardoel, 2006 ). A significant difference was found between age (Powell et al. , 2019 ), gender (Thilagavathy and Geetha, 2020 ) and marital status (Powell et al. , 2019 ) regarding WLB. There is a significant rise in women’s participation in the workforce (Jenkins and Harvey, 2019 ). WLB issues are higher for dual-career couples (Crawford et al. , 2019 ).

Many studies were conducted on WLB with reference to sectors like information technology (IT), information technology enabled services, Banking, Teaching, Academics and Women Employment. A few WLB studies are conducted among services sector employees, hotel and catering services, nurses, doctors, middle-level managers and entrepreneurs. Only very scarce research has been found concerning police, defense, chief executive officers, researchers, lawyers, journalists and road transport.

Work-life balance and personal demands.

High work pressure and high family demand lead to poor physical, psychological and emotional well-being (Jensen and Knudsen, 2017 ), causing concern to employers as this leads to reduced productivity and increased absenteeism (Jackson and Fransman, 2018 ).

Work-life balance and family demands.

An employee spends most of the time commuting (Denstadli et al. , 2017 ) or meeting their work and family responsibilities. Dual career couple in the nuclear family finds it difficult to balance work and life without domestic help (Dumas and Perry-Smith, 2018 ; Srinivasan and Sulur Nachimuthu, 2021 ). Difficulty in a joint family is elderly care (Powell et al. , 2019 ). Thus, family demands negatively predict WLB (Haar et al. , 2019 ).

Work-life balance and family support.

Spouse support enables better WLB (Dumas and Perry-Smith, 2018 ). Family support positively impacted WLB, especially for dual-career couples, with dependent responsibilities (Groysberg and Abrahams, 2014 ).

Work-life balance and individual’s ability.

Though the organizations implement many WLB policies, employees still face the problems of WLB (Dave and Purohit, 2016 ). Employees achieve better well-being through individual coping strategies (Zheng et al. , 2016 ). Individual resources such as stress coping strategy, mindfulness emotional intelligence positively predicted WLB (Kiburz et al. , 2017 ). This indicates the imperative need to improve the individual’s ability to manage work and life.

Organizational factor

Organizational factors are those relating to organization design in terms of framing policies, rules and regulations for administering employees and dealing with their various activities regarding WLB ( Kar and Misra, 2013 ). In this review, organizational factors and their impact on the WLB of the employee have been dealt with in detail.

Work-life balance and organizational work-life policies.

The organization provides a variety of WLB policies (Jenkins and Harvey, 2019 ). Employee-friendly policies positively influenced WLB ( Berg et al. , 2003 ). Further, only a few IT industries provided Flexi timing, work from home and crèches facilities (Downes and Koekemoer, 2012 ). According to Galea et al. (2014) , industry-specific nuance exists.

Work-life balance and organizational demands.

Organizations expect employees to multi-task, causing role overload (Bacharach et al. , 1991 ). The increasing intensity of work and tight deadlines negatively influenced WLB (Allan et al. , 1999 ). The shorter time boundaries make it challenging to balance professional and family life (Jenkins and Harvey, 2019 ). Job demands negatively predicted WLB (Haar et al. , 2019 ).

Work-life balance and working hours.

Work does vacuum up a greater portion of the personal hours (Haar et al. , 2019 ). This causes some important aspects of their lives to be depleted, undernourished or ignored (Hughes et al. , 2018 ). Thus, employees find less time for “quality” family life (Jenkins and Harvey, 2019 ).

Work-life balance and productivity.

Organizational productivity is enhanced by the synergies of work-family practices and work-team design (Johari et al. , 2018 ). Enhanced WLB leads to increased employee productivity (Jackson and Fransman, 2018 ).

Work-life balance and burnout.

WLB is significantly influenced by work exhaustion (burnout). Negative psychological experience arising from job stress is defined as burnout (Ratlif, 1988). Increased work and non-work demands contribute to occupational burnout and, in turn, negatively predict WLB and employee well-being (Jones et al. , 2019 ).

Work-life balance and support system.

Support from Colleagues, supervisors and the head of institutions positively predicted WLB (Ehrhardt and Ragins, 2019 ; Yadav and Sharma, 2021 ). Family-supportive organization policy positively influenced WLB (Haar and Roche, 2010 ).

Work-life balance and employee perception.

The employee’s perception regarding their job, work environment, supervision and organization positively influenced WLB (Fontinha et al. , 2019 ). Employees’ awareness concerning the existence of WLB policies is necessary to appreciate it (Matthews et al. , 2014). The employee’s perception of the need for WLB policies differs with respect to their background (Kiburz et al. , 2017 ).

Work-life balance and job autonomy.

Job autonomy is expressed as the extent of freedom the employee has in their work and working pattern ( Bailey, 1993 ). According to Ahuja and Thatcher (2005) , autonomy and flexibility enable employees to balance competing demands of work-life. Job autonomy will enhance WLB (Johari et al. , 2018 ).

Work-life balance and job satisfaction.

Job satisfaction is the driving force for task accomplishment and employees’ intention to stay (Brough et al. , 2014 ). Employees’ positive perception concerning their job enhances job satisfaction (Singh et al. , 2020 ; Yadav and Sharma, 2021 ). WLB and job satisfaction are positively correlated (Jackson and Fransman, 2018 ).

Work-life balance and organizational commitment.

Alvesson (2002) describes organizational commitment as a mutual and fair social exchange. WLB positively predicted organizational commitment (Emre and De Spiegeleare, 2019 ). Work-life policies offered by an organization lead to increased loyalty and commitment (Callan, 2008 ).

Work-life balance and work-life balance policy utilization.

The utilization of WLB policies (Adame-Sánchez et al. , 2018 ) helps meet job and family demands. Despite the availability of WLB policies, their actual adoption is rather small (Waters and Bardoel, 2006 ) and often lag behind implementation (Adame-Sánchez et al. , 2018 ).

Work-life balance and organizational culture.

Employees perceive WLB policy utilization may badly reflect their performance appraisal and promotion (Bourdeau et al. , 2019 ). Hence, seldom use the WLB policies (Dave and Purohit, 2016 ). The perception of the organization culture as isolated, unfriendly and unaccommodating (Fontinha et al. , 2017 ); a lack of supervisor and manager support and a lack of communication and education about WLB strategies (Jenkins and Harvey, 2019 ). This leads to counterproductive work behavior and work-family backlash (Alexandra, 2014 ). As a result, growing evidence suggests a dark side to WLB policies, but these findings remain scattered and unorganized (Perrigino et al. , 2018 ). Organizational culture significantly affects WLB policy utilization (Callan, 2008 ; Dave and Purohit, 2016 ).

Societal factors

Societal changes that have taken place globally and locally have impacted the individual’s lifestyle. In this modern techno world, a diversified workforce resulting from demographic shifts and communication technology results in blurring of boundaries between work and personal life (Kalliath and Brough, 2008 ).

Work-life balance and societal demands.

Being members of society, mandates employee’s participation in social events. But in the current scenario, this is witnessing a downward trend. The employee often comes across issues of inability to meet the expectation of friends, relatives and society because of increased work pressure. Societal demands significantly predicted WLB (Mushfiqur et al. , 2018 ).

Work-life balance and societal culture.

Societal culture has a strong influence on WLB policy utilization and work and non-work self-efficacy. Specifically, collectivism, power distance and gendered norms had a strong and consistent impact on WLB Policy utilization by employees (Brown et al. , 2019 ). Women’s aspiration to achieve WLB is frequently frustrated by patriarchal norms deep-rooted in the culture (Mushfiqur et al. , 2018 ).

Work-life balance and societal support.

WLB was significantly predicted by support from neighbors, friends and community members (Mushfiqur et al. , 2018 ). Sometimes employees need friend’s viewpoints to get a new perspective on a problem or make a tough decision (Dhanya and Kinslin, 2016 ). Community support is an imperative indicator of WLB ( Phillips et al. , 2016 ).

Analyzes and results

Article distribution based on year of publication.

The WLB studies included for this review were between the periods of 1990–2019. Only a few studies were published in the initial period. A maximum of 44 papers was published during 2016–2019. Out of which, 17 studies were published during the year 2019. In the years 2018, 2017 and 2016 a total of 12, 7 and 8 studies were published, respectively. The details of the article distribution over the years illustrate a rising trend, as shown in Figure 3 .

Geographical distribution

Papers considered for this review were taken globally, including the research works from 26 countries. American and European countries contributed to a maximum of 60% of the publications regarding WLB research. Figure 4 illustrates the contribution of different countries toward the WLB research.

Basic classification

The review included 99 indexed research work contributed by more than 70 authors published in 69 journals. The contribution worth mentioning was from authors like Allen T.D, Biron M, Greenhaus J. H, Haar J.M, Jensen M.T, Kalliath T and Mc Carthy A. The basic categorization revealed that the geographical distribution considered for this review was from 26 different countries, as shown in Figure 4 . The research was conducted in (but not limited to) countries like Africa, Australia, Canada, China, India, Israel, The Netherlands, Norway, New Zealand, Pakistan, Singapore, Sweden, Turkey, the USA and the UK. American and European countries together contributed to the maximum of 60% of publications. Further, the categorization uncovered that 7 out of the 99 journals contributed to 30% of the WLB papers considered for this review, clearly illustrated in Table 1 .

Methodology-based categorization of papers

The basic information like research methods, sources of data, the proportion of papers using specific methodologies were considered for methodology-based categorization. The categorization revealed that 27 out of 99 papers reviewed were conceptual and the remaining 72 papers were empirical. The empirical papers used descriptive, exploratory, explanatory or experimental research designs. Further, categorization based on the data collection method revealed that 69 papers used the primary data collection method. Additionally, classification uncovered that 57 papers used the quantitative method, whereas 11 papers used the qualitative approach and four used the mixed method. The most prominent primary method used for data collection was the questionnaire method with 58 papers, while the remaining 20 papers used interview (10), case study (5), experimental studies (3), daily dairy (1) or panel discussion (1).

Sector-based categorization of papers

The sector-based categorization of papers revealed that 41.6% (30 papers) of research work was carried out in service sectors. This is followed by 40.2% (29 papers) research in the general public. While one paper was found in the manufacturing sector, the remaining nine papers focused on managers, women, the defense sector, police and the public sector, the details of which are showcased in Table 2 .

Research gap

Individual factor.

The literature survey results demonstrated that the impact of employee education and experience on their WLB had not been examined.

The literature survey has uncovered that the relationship between income and WLB has not been explored.

The influence of domestic help on WLB has not been investigated.

Much of the research work has been carried out in developed countries like the US, UK, European countries and Australia. In contrast, very scarce research works have been found in developing countries and underdeveloped countries.

Not much work has been done in WLB regarding service sectors like fire-fighters, transport services like drivers, railway employees, pilots, air hostesses, power supply department and unorganized sectors.

A review of the relevant literature uncovered that studies concerning the individual’s ability to balance work and life are limited. The individual’s ability, along with WLB policies, considerably improved WLB. Individual strategies are the important ones that need investigation rather than workplace practices.

Kibur z et al . (2017) addressed the ongoing need for experimental, intervention-based design in work-family research. There are so far very scares experimental studies conducted with regard to WLB.

Organizational factor.

A very few studies explored the impact of the WLB policies after the implementation.

Studies concerning the organizational culture, psychological climate and WLB policy utilizations require investigation.

Organizational climates influence on the various factors that predict WLB needs exploration.

Societal factor.

The impact of the societal factors on WLB is not explored much.

Similarly, the influence of societal culture (societal beliefs, societal norms and values systems) on WLB is not investigated.

Discussion and conclusion

The current research work aspires to conduct a systematic review to unearth the research gaps, and propose direction for future studies. For this purpose, literature with regard to WLB was systematically surveyed from 1990 to 2019. This led to identifying 99 scientific research papers from index journals listed in Scopus, the web of science or the ABDC list. Only papers in the English language were considered. The review section elaborated on the evolution and conceptualization of WLB. Moreover, the literature review discussed in detail the relationship between WLB and other related variables. Further, the research works were classified based on the fundamental information revealed that a maximum of 44 papers was published during the year 2016–2019. The geographical distribution revealed that a maximum of research publications concerning WLB was from American and European countries. Further, the basic classification revealed that 7 out of the 69 journals contributed to 30% of the WLB papers considered for this review. The methodology-based classification unearthed the fact that 73% of the papers were empirical studies. Additionally, the categorization uncovered that 79% ( n = 57) of papers used quantitative methods dominated by survey method of data collection. Sector-based categorization made known the fact that a maximum of 41.6% of research work was carried out in the service sector. The research gaps were uncovered based on the systematic literature review and classifications and proposed future research directions.

Limitations

We acknowledge that there is a possibility of missing out a few papers unintentionally, which may not be included in this review. Further, papers in the English language were only considered. Thus, the papers in other languages were not included in this systematic review which is one of the limitations of this research work.

Implications

The discussion reveals the importance and essentiality of the individual’s ability to balance work and life. Consequently, the researchers have proposed future research directions exploring the relationship between the variables. WLB is an important area of research; thus, the proposed research directions are of importance to academicians. The review’s finding demonstrates that there are very scarce studies on the individual’s ability to balance work and life. This leaves a lot of scopes for researchers to do continuous investigation in this area. Hence, it is essential to conduct more research on developing individuals’ ability to balance work and life. There are a few experimental studies conducted so far in WLB. Future experimental studies can be undertaken to enhance the individual’s ability to balance work and life.

Flow chart of the steps in systematic review process

Framework for the literature review

Distribution of papers based on year of publication

Geographical distribution of papers across countries

Journals details

Table 1 List of papers included in the review

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Acknowledgements

Funding: This research did not receive any specific grant from funding agencies in the public, commercial or not-for-profit sectors.

Conflict of interest: The authors declare that they have no conflict of interest.

Data availability: The data that support the findings of this study are available on request from the corresponding author.

Compliance of ethical standard statement: The results reported in this manuscript were conducted in accordance with general ethical guidelines in psychology.

Corresponding author

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11 Best Tools & Questions for Work-Life Balance Coaching

The hours at work, inflexible schedules, long commutes, family commitments, time with friends, self-care, and demands from community organizations are just some of the competing forces for our time and energy daily.

Work–life balance has been described as an individual’s concept of how well they manage work and non-work-related obligations while having satisfaction, health, and wellbeing (Casper, Vaziri, Wayne, DeHauw, & Greenhaus, 2018).

A coach steps in to strategize with clients to find a more feasible work–life balance. Coaching on work–life balance can help clients explore ways to get more satisfaction out of their life domains.

Before you continue, we thought you might like to download our three Positive Psychology Exercises for free . These science-based exercises explore fundamental aspects of positive psychology, including strengths, values, and self-compassion, and will give you the tools to enhance the wellbeing of your clients, students, or employees.

This Article Contains:

Coaching on work–life balance: 4 tips, 5 strategies to teach your clients, 3 exercises for your sessions, 6 questions to ask your clients, useful resources: 4 questionnaires, surveys, & scales, helpful planner tools & apps, top 5 inspiring podcasts & ted talks, a look at the work–life balance wheel, positivepsychology.com’s relevant resources, a take-home message.

Creating work–life balance (WLB) may seem like a simple concept, but it can quickly become a complex process. Research on WLB shows that finding this balance depends on numerous factors such as skill and education level, gender, work style, personality, out-of-work demands, and personal beliefs and values (Drew & Murtagh, 2005).

As such, coaching on work–life balance has to be individualized, with no clear one-size-fits-all solution. But there are a few general tips that can point clients in the right direction.

1. Educate clients

The importance of finding work–life balance is not just for life satisfaction and a happier home life. Research shows that individuals who report a better WLB have higher work ability outcomes, such as increased productivity and the ability to work longer (Berglund, Anderzen, Andersen, & Lindberg, 2021).

Often, clients need to understand the far-reaching benefits of creating positive WLB in order to initiate change. Learning that working longer hours can negatively affect work performance is good motivation to work in moderation.

2. Gather background information (current situation and personal values)

An important first step when working with clients is learning about their personal values and any discrepancies between these values and their current work–life situation.

Fewer than 3% of people actually plan goals in work or life (Maestre, 2018). By learning what a client’s ideal life looks like compared to where they are, balanced and achievable goals can be set.

3. Validate concerns and personalize the challenges

Many clients have real obstacles and significant fears about changing how they spend their time, energy and resources. In some cultures, working long hours and turning down vacation time are seen as admirable. Debunking this myth will depend a lot on individual perception, experience, and personal life demands.

Similarly, clients with families have unique challenges for maintaining WLB compared to those who are single or partnered without children. Things like personal debt, level of education, ability to obtain different employment or get promoted, and physical health are all factors to consider when working with clients to set realistic WLB goals.

4. Meet clients where they are

Every individual is in a unique stage of life . After helping clients find their ideal and realistic WLB, knowing their readiness for change and comfort level with taking steps to achieve it are important factors to consider.

Some clients will be ready to make significant changes to their career , move to improve their home and family life, or take a radical pay cut in order to have more free time. Other people will need to take smaller steps, such as changing their work hours or making the best of where they are currently.

1. Look for flexible work options

Time at work does not necessarily depend exclusively on in-person presence at the workplace.

Often, it is a matter of accomplishing certain tasks that can be done within self-selected time slots or from remote locations.

Clear agreements on how and when to work can be made with supervisors, managers, mentors, colleagues, and family to optimize productivity and time flexibility (Pencavel, 2015). Flexibility in when and where people work can provide a sense of freedom and control over their environment.

2. Set boundaries for workplace and time

With increased flexibility, it is important to set spatial and temporal boundaries around work to focus on the task at hand and prevent work from creeping into other parts of life.

When at the office (home or away), create a quiet space without distractions. Designate specific spaces for work and turn work off when NOT in those spaces.

Disconnecting from work also includes turning off screens, digital media, and phone calls during off hours. This might also include investing in technology to make a workspace optimal for productivity, such as a white noise machine to eliminate noise or organization tools to keep things tidy and efficient.

3. Find strategies that increase efficiency and productivity

Time management activities (see below), to-do lists, and collaboration with colleagues and family members can be helpful strategies.

Automating more of your life with routines and habits can minimize decision fatigue, which can deplete self-control and increase emotional stress, lack of persistence, and underachievement (Reiner & Krupinski, 2012).

One of the best strategies to minimize decision fatigue is to make the most important decisions early in the day and to limit and simplify choices as much as possible.

4. Create a long-term strategy to prioritize

Creating a long-term strategy based on dream goals and a timeline needed to reach them can help with day-to-day priorities and learning to say no to things that are not leading toward the goal.

This includes keeping track of how time is spent and setting both short- and long-term goals. Some of the exercises below are good examples of how to start this process.

5. Make personal health a priority

Spending time on self-care to maintain a healthy body and mind can lead to a fulfilling lifestyle, which may in turn, lead to peak performance and productivity in the workplace.

Creating time and space for a healthy diet, adequate sleep, physical activity, and mental health is critical for optimizing WLB. Research shows that lack of sleep not only increases stress and fatigue, but is directly linked to self-report measures of low WLB (Wu, Tao, Zhang, & Tao, 2015).

Additionally, a 15-minute mindful meditation can reduce stress and increase productivity in the middle of a workday (Cannizzo, Mauri, & Osbaldiston, 2019).

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While finding a healthy WLB can seem daunting, the following exercises are simple and practical ways to get clients headed in the right direction.

1. The “clock day” exercise

Draw two clock faces on a page. One will be for an ideal weekday and one for an ideal weekend.

Split the “clock day” into pieces of how much time would be ideally spent sleeping, eating, doing necessary chores, working, commuting, etc.

Specifically, find spaces in the “clock day” for things that bring joy, life, and purpose. Think of your hobbies, things you would like to learn, experiences you enjoy, and relationships you want to foster.

At the end of the exercise, check to see how realistic the balance of time is and decide how closely you could realistically implement it in real life.

2. Recording your dream

Have your client write out a script of their ideal (near) future, including all aspects of their life.

Using any form of audio recorder (such as a smartphone), let the client read the script, conveying emotion, excitement, and energy as they bring their goals to life. The client can listen to this recording regularly to motivate small changes toward their dreams.

3. Pictorial goal plan

Start with the word “me” (or a picture of the client) in the center of a blank piece of paper or cardboard. Define specific goals the client wants to achieve. Write these on the paper, surrounding the central ‘me’ or picture. Draw lines from the center to each goal.

Find pictures of things for each area. For example, pictures of a family eating dinner together, their ideal house, car, travel/leisure activities, hobbies, etc. Cut these out and paste them next to each goal.

Make the collective picture bright, exciting, and desirable and have the client keep it somewhere out in the open as an incentive to work toward their goals.

Answering meaningful coaching questions taps into both of these concepts. The following questions provide a few ideas to start.

When was the last time you felt fully alive?
If you had one year to live, how would your priorities (time, energy, resources) shift?
What are you prepared to do to get the life that you want?
When do you want to achieve the work–life balance you desire?
What is currently causing you stress, unbalance, or dissatisfaction?
What are you currently prioritizing, and what are you willing to sacrifice?
This Basic Needs Satisfaction assessment allows clients to rate their perception of specific life factors on a scale of 1–7.

While it is designed to measure autonomy , support, and competence, it is an excellent starting point to evaluate strengths, weaknesses, and areas that can be improved upon to create WLB.

This Quality of Worklife Questionnaire by the Centers for Disease Control and Prevention (CDC) measures the relationship between the job/organization and worker health. It can help identify targets for healthy interventions.

The CDC (2011) put together the NIOSH WorkLife program to promote health and safety for workers across the globe.

This quiz designed by Brandman University is applicable to students, potential college students, employees, and self-employed individuals. The interactive approach is a fun item to send to clients or have them do on a computer during a session.
This self-awareness worksheet is an excellent starting place for clients to evaluate their strengths, accomplishments, and how these can be best used to find life satisfaction in both work and personal areas.

Strategies that help organize time, tasks, and team members are one of the most practical ways to improve WLB. In addition, tools that help to increase efficiency and productivity at work and at home will free up personal time and space for things that add meaning and value to life.

2. Rescue Time

This time management app is a tool for clients that considers personal work style and the items on your calendar to help you set goals to maximize productivity and minimize stress.

Toggl is a multifaceted tool that can help track time, manage projects, synchronize teams, and even hire employees or help for achieving goals. It is great for managers or employees to track and report how time is spent and create more efficient goals for success.

This family organizing tool does everything from creating a shared grocery list to organizing school and extracurricular schedules with anyone who shares the app.

The color-coded scheduling system makes it simple enough for the entire family to get involved.

5. Timenotes

Timenotes with Trello is a system for tracking the progress of projects.

Often used for writing assignments, it can also be a great tool for groups and organizations to use to manage the workflow of any project that has a conveyor belt method of progression.

Getting inspiration from video and audio sources can help stimulate action toward creating and maintaining WLB.

1. What Makes Us Feel Good About Our Work?

This informative TED Talk discusses our motivation for work from the perspective of a behavioral economist. It reveals how finding meaning in work can change the way we feel about it and our lives in general.

2. The Happiness Hustle podcast

This podcast was originally designed for entrepreneurs but is applicable for anyone in the workforce.

It highlights the importance of finding joy, purpose, and meaning in work and helps listeners understand why these are major components to WLB.

3. Why Work–Life Balance is a Myth

This engaging podcast , which emphasizes the need for every individual to complete a Wheel of Life exercise (see below), debunks the myth that we can “do it all.”

It provides a different concept of balancing the various areas and values of life to create a greater sense of wellbeing and more meaningful relationships.

4. How to Make Work–Life Balance Work

This encouraging TED Talk inspires viewers to take control of their time, energy, and resources. It provides examples of how to fulfill family, personal, and work needs in a way that is enjoyable and sustainable.

5. The Happy Secret to Better Work

This entertaining TED Talk challenges the idea that working hard is the only way to be happy. If we can instead learn to be happy, we will be more productive and fruitful in our work.

The work–life balance wheel can take on many forms. It is a simple way to create a visual representation of the significant areas of a person’s life. Generally, six to eight of the most important areas of a person’s life are selected. Each area is displayed as a “spoke” of the wheel.

This wheel is frequently used by people from a variety of industries, professions, and stages of life to evaluate if they are effective and satisfied with the most important parts of who they are.

To create a work–life balance wheel, clients will select the most important roles they fill in life and then assess the importance of each, from 1 to 10. The client will then rate how they are currently doing (on a scale of 1–10) in each area. The areas with the largest discrepancies are the ones that can be addressed first in creating a plan to achieve optimal work–life balance.

A recommended read is our excellent Wheel of Life Coaching article , which provides very specific details about the wheel and how to apply it.

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PositivePsychology.com also provides a plethora of relevant exercises that can help set goals, assess values, and point clients in the right direction to achieving WLB. Of these, we recommend this masterclass:

Balancing Life Domains© Coaching Masterclass

Balancing Life Domains© is a coaching masterclass that will teach you how to help others effectively manage attention and energy between our most valued life domains, such as family, work, and leisure. This is taught by addressing the roles of attention, need fulfillment, and actions required to create life balance. Your clients will be given all the necessary tools to create a more balanced life through fun and engaging exercises and techniques.

The Balancing Life Domains© Masterclass is exclusive to Life Navigation©, our comprehensive positive psychology certification program. As such, it can only be accessed by joining Life Navigation© and cannot be purchased as a standalone component.

If you’re looking for more science-based ways to help others enhance their wellbeing, this signature collection contains 17 validated positive psychology tools for practitioners. Use them to help others flourish and thrive.

Creating work–life balance can be helpful for maintaining physical, emotional, and mental health; relationships; work productivity; and performance.

There is no one-size-fits-all method for finding work–life balance. The optimal balance looks different for everyone, which makes helping clients find it both an art and a science.

Learning individual and personal values, setting realistic goals, and learning skills for collaboration, time management, and prioritization are key factors for successful WLB. These skills and knowledge set the stage for long-term health and wellbeing in every area of life.

We hope you enjoyed reading this article. Don’t forget to download our three Positive Psychology Exercises for free .

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Berglund, E., Anderzen, I., Andersen, A., & Lindberg, P. (2021). Work–life balance predicted work ability two years later: A cohort study of employees in the Swedish energy and water sector. BMC Public Health , 21 , 2–12.
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Cannizzo, F., Mauri, C., & Osbaldiston, N. (2019). Moral barriers between work/life balance policy and practice in academia. Journal of Cultural Economics , 12 , 58–73.
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More From Forbes

This work-life balance study reveals 3 major problems: here’s what we need to ask.

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Among U.S. employees, Gartner found that work-life balance is valued more than health benefits, which makes sense given that work-life integration keeps us healthy. The first step towards helping us create healthy work boundaries was when the U.S. officially amended the Fair Labor Standards Act and adopted the 40-hour workweek on October 24, 1940. After that came The Women's Liberation Movement of the 1980s, which accommodated women with flexible schedules and maternity leave. Now parental leave and flexible work patterns are benefits that most top companies offer because we recognize that it's vital to focus on what we want when the need arises. Granted, we still have a long way to go with parental leave in the U.S., but how do we spend our time when we're at work, and what does it reveal about our relationship with work?

A 2019 study by software company ResuceTime looked at 185 million hours of working time. Here are some key findings:

Workers average just 2 hours and 48 minutes of productive device time a day
21% of working hours are spent on entertainment, news and social media
28% of workers start their day before 8:30 a.m. (and 5% begin before 7 a.m.)
26% of work is done outside of regular working hours
We check email and instant messaging, on average, every 6 minutes
40.1% of our day is spent multitasking with communication tools
The most distracted days of 2018 were November 26 and July 7 (the Mondays after Thanksgiving and the 4th of July)

Three implications

1. Personal relationships could be suffering

A work and family journal found that women whose partners work 50 or more hours per week have greater stress and substantially lower relationship satisfaction compared to women whose partners work 35+ hours per week. Another study found work-family conflict, contributes to $24 billion in additional expenditure.

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2. We're not as productive as we could be

3. We're propelling the burnout epidemic

We take 26% of our work home with us increasing our chance of burnout due to overwork, and 40% use their computers after 10 p.m., reducing what’s considered optimal sleep quality .

Just among physician's alone burnout costs the following:

$4.6 billion in costs related to physician turnover and reduced clinical hours is due to burnout each year in the U.S.
At an organizational level, the cost associated with burnout related to turnover and reduced clinical hours is around $7,600 per employed physician each year.

While it's all well of good talking about the data and the state of work-life integration, nothing will change if we don't act. Below are some reflective questions to get you started.

What is contributing to employees not having work-life integration, and have you given them a chance to explore what they need for their social, emotional, physical and mental well-being?
Is there a guilt-ridden performance-based culture, and if so, what is driving it?
How can you prioritize appreciation?
How much difference would it make if your team had access to a coach to help them create greater harmony between their careers and life?
Are you modeling the right example as a leader, and how are you defining "right?"
What policies do you have in place to ensure employees take their vacation time and are allotted periods throughout the day to pause?
Are your employees mentally present at work, or are they just there physically, and how do you know?

We won't know how to fix the problem unless we spend time reflecting. Work-life balance is not only important from the many perspectives that we've spoken about, but it creates space, time and energy for career development too.

Did you enjoy this column? Get actionable insights on how you can cultivate holistic change in the workplace. Join my monthly newsletter here , and check out my website.

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27 Work life balance survey questions: Measure workplace engagement

It is a well-known fact that bosses, in general, are impressed by productive employees—the ones who value the company’s time and effort to make the world a better place by making a great product or service. Smart employees are aware of this and try their best to be their productive selves at the workplace . They know this is the key to a successful career. After all, happy boss, happy life, said everyone in whispers.

Well, the downside to this philosophy in life is that employees are often driven to be their productive best throughout the year. But giving one’s hundred percent all the time is an impossible feat. The illusion that some employees chase by working themselves round the clock without any consideration to their personal crises or physical and emotional health is a major issue, and often overlooked by both leaders and employees.

See how work-life balance survey would look like in CultureMonkey's employee survey tool.

or skip to the 27 work-life balance questions

What is work life balance?

Work life balance is the ability to manage one's professional and personal life in an efficient way. It is a state of equilibrium between work and leisure activities and the ability to juggle both with ease. It is important for a person's overall well-being, as it helps to reduce stress, increase productivity, and improve relationships with family and friends.

Work life balance has become increasingly important in today’s world as the demands of both work and personal life have grown. With the rise of technology, people are now able to work and stay connected with their family and friends wherever they go. This has made it much easier to juggle both work and leisure activities, but it has also increased the expectation of being “on” all the time.

As technology continues to evolve, so does the idea of work life balance. This generation prefers to prioritize flexibility in their lives, allowing them to work and play with equal priority. This means that they are more likely to take advantage of remote work options, flexible schedules, and taking time off for self-care activities.

The concept of work life balance is expanding to include more than just work and leisure. People are now looking for more balance in their physical, mental, and emotional health and their relationships with loved ones. This means that people are now paying more attention to things like nutrition, exercise, mental health , and relationships.

The challenge now is finding the time and energy to manage all these different aspects of life. This means it is important to be mindful of how much time is spent on work, leisure activities, and self-care. It is also important to prioritize these activities in order to ensure that all aspects of life are being taken care of.

Why is work life balance important?

The concept of work life balance has been a major concern for employers and employees for many years. As technology continues to evolve, the need to maintain a healthy balance between work and personal life has never been more important. An unbalanced work life dynamic can have a detrimental impact on employees from different generations.

Gen Z , the newest entrants to the workforce, are characterized by their digital fluency and ambition. Raised in a world of constant connectivity, they crave work-life balance that integrates technology seamlessly. Their desire for flexible schedules and tech-friendly environments stems from valuing personal time. For Gen Z, work-life equilibrium isn't just a preference – it's a necessity to avoid burnout and foster productivity.
Millennials, also known as Gen Y, are now the largest generation in the workforce. As digital natives, they are used to having access to technology and expect to incorporate it into their work life balance. They prioritize their personal lives, requiring flexible working hours and freedom to use their devices at work. Without these, they can become stressed and burned out.
Generation Xers, or Gen X, prioritize their career and often put family and other responsibilities on the back burner. They are used to a work life balance and need a sense of control and autonomy over their work. They may become frustrated if they can’t achieve the same balance they had before they entered the workforce.
Baby Boomers, or Gen B, are the oldest generation in the workforce. They grew up in a time when technology wasn’t as prevalent, so they are used to having more time to dedicate to their personal event. They may feel overwhelmed if their work life balance is disrupted. They may also feel a sense of guilt if they are not able to dedicate enough time to their families.

So it is essential for employers to ensure that their employees have a healthy and balanced work life dynamic. This will help to ensure that their employees are happy and productive and that their businesses remain competitive and successful.

Employers should create policies that accommodate their employees' different needs and expectations, regardless of their generation. This will help ensure everyone feels valued and can achieve a good work life balance.

Upping the balance game

Being productive is great but running after hyper-productivity isn’t. All work and no play makes Jack a dull boy. Let us tell you why.

When employees disregard their physical and emotional needs to scale the career ladder, it almost always backfires. It not only impacts their overall well-being but also their career. Yes, working round the clock without any concern for our needs is extremely harmful. When we lead an imbalanced life, our productivity levels do not surge. In fact, they tend to lower gradually. Not just that, our creativity suffers too.

So, when we are working insane hours every week trying to reach our goals, we are actually draining ourselves completely. We shove ourselves so much into our work that it leads to a number of problems such as:

Increased levels of irritation and anxiety
No interest in social interaction
Loss of emotional hygiene
Screen fatigue
Lack of personal growth

These are just a few problems that do not work in your favor when being hyper-productive. When we don’t have a work-life balance, we can never really give our best to our company even if we want to. Burnout can be a real challenge that not only handicaps our work life but also our personal lives.

Lest the balance is lost

As we have hinted earlier, work-life balance does make a happier and balanced individual . And the more balanced an individual is, the happier an employee is. It’s science!

And we got evidence to prove it. In 2019, a monster.com survey revealed that more than half of India’s working professionals fail to achieve work-life balance. Yes, around 60 percent of Indians admitted that their professional lives kept on intruding into their personal lives. The rate was of course higher in metropolitan cities when compared to non-metros. These individuals complained of various physical ailments as well as an impact on their personal relationships, commitments, etc.

But according to a report by Statista , India is in a better position when compared to the U.S. and UK. In fact, the Dutch enjoy the best work-life balance with a score of 9.5 out of 10 followed by the Italians and the Danish.

“For an organization, enabling employees to maintain a work-life balance is important because it stimulates both employee engagement as well as employee retention .”

Recent times have witnessed a major shift in terms of employee behavior. Educated millennials are now looking for jobs that offer a better work-life balance than their current companies. The above-mentioned statistics are dark reminders of burnout and work-induced severe stress.

People have realized the ill effects of working long hours and having stressful jobs. Bigger packages are no more traded for an employee's well-being. According to a Gallup report, How Millennials Want to Work and Live , more and more millennials keep switching jobs searching for better work environments and company culture .

Leaders at many young startups have now started understanding the employee psychology and have begun emphasising the importance of a more flexible and hybrid culture that allows employees a better chance to enjoy an improved work-life balance.

Benefits of work-life balance

A good work life balance benefits are immense and can help employees in many ways. Here are some key ways work life balance can help employees:

Improved mental health: Work life balance reduces stress and anxiety, leading to improved mental health . It also reduces the risk of employee burnout, depression, and job dissatisfaction.
Improved physical health: Work life balance helps improve overall physical health by reducing stress, which can have a negative effect on physical health. Stress can contribute to conditions such as headaches, high blood pressure, heart disease, and other ailments.
Increased productivity: When employees are able to balance their work and personal lives, they are more likely to be productive at work. This is due to the fact that they are not distracted by their personal lives and can focus on their job duties.
Improved quality of life: Work life balance allows employees to enjoy a better quality of life. This is because they are able to spend more time with family and friends, which can lead to increased satisfaction , where employees don't have to sacrifice sleep.
Increased job satisfaction: When employees are able to balance their work and personal lives, they are more likely to be satisfied with their jobs. This is due to the fact that they are able to enjoy their job duties while still having time to pursue personal interests.
Increased sense of achievement: Work life balance can lead to a sense of accomplishment as employees are able to accomplish both their work and personal goals. This can lead to increased job satisfaction and improved quality of life.
Increased creativity: When employees are able to balance their work and personal lives, they are more likely to be creative. This is due to the fact that they are not mentally exhausted and can think more clearly.
Reduced absenteeism: Work life balance can help reduce absenteeism. This is because employees are less likely to take time off for personal reasons when they are able to balance their work and personal lives.
Enhanced work engagement: Achieving work-life balance fuels employees' engagement levels. With reduced stress among employees , they can invest more energy and passion into their tasks, fostering a stronger connection to their roles and responsibilities.
Better interpersonal relationships: Work-life balance nurtures healthier relationships, not only within the workplace but also outside it. Employees can dedicate quality time to loved ones, creating a positive ripple effect on their overall happiness.
Sharper decision-making: Balanced individuals tend to make better decisions. Work-life equilibrium ensures employees approach problems with a clear mind, enabling them to analyze situations more objectively and arrive at well-informed choices.
Skill diversification: A balanced schedule offers the opportunity to explore new skills and hobbies. This diversification not only adds value to an employee's life but can also lead to unexpected synergies that benefit their professional growth.
Heightened time management: Striking a balance hones time management skills . Juggling work tasks and personal responsibilities necessitates efficient planning, translating to improved organizational abilities in all aspects of life.
Longevity in careers: Employees who maintain a work-life balance are likely to enjoy longer , more sustainable careers. Avoiding burnout and maintaining enthusiasm can contribute to a consistent upward trajectory within an organization.
Resilience to challenges: A balanced lifestyle builds resilience. Employees adept at managing their work and personal lives are often better equipped to handle unforeseen challenges , demonstrating adaptability and grace under pressure.

Employee engagement and work life balance

Employee engagement and work-life balance share a symbiotic relationship that profoundly influences workplace dynamics. When employees experience a healthy work-life balance, their engagement levels often soar. This connection is vital because engaged employees are more likely to invest their energy, creativity, and dedication into their roles.

An employee who feels that their personal time is respected and their well-being is valued by the organization is likely to reciprocate with higher levels of engagement. Conversely, a lack of work-life balance can lead to burnout, decreased job satisfaction, and disengagement. This intricate interplay highlights the significance of fostering an environment that nurtures both aspects.

When an organization promotes work-life balance through flexible scheduling, supportive policies, and a culture that respects personal boundaries, it not only improves physical and mental health and overall satisfaction but also cultivates a workforce that is more engaged. Engaged employees are likelier to stay with the company, contribute innovative ideas, and collaborate effectively.

Organizations can formulate strategies that elevate both areas by acknowledging the link between work-life balance and employee engagement. Employees who feel empowered to achieve balance are better positioned to bring their best selves to work.

What are the major challenges of work-life balance?

Navigating these hurdles requires a proactive approach and a resilient mindset. Here are eight of the major challenges individuals often encounter in their quest for work-life balance:

1. Overlapping boundaries

One of the most common challenges is the blurring of boundaries between work and personal life. With the rise of remote work and constant connectivity, it becomes difficult to disconnect from work-related tasks during personal time. The pressure to be available at all times can lead to burnout and a sense of being constantly "on."

2. Time management struggles

Balancing work tasks, personal responsibilities, and self-care activities can be a juggling act. Poor work life balance i.e. time management can result in increased stress, missed deadlines, and a feeling of being overwhelmed. Striking the right balance requires efficient planning and prioritization.

3. Guilt and expectations

Many individuals struggle with guilt when focusing on one area over the other. While at work, they might feel guilty about not spending enough time with family, and vice versa. Societal and self-imposed expectations can create internal conflict and hinder the ability to fully engage in either realm.

4. High workload and demands

Heavy workloads, tight deadlines, and demanding job responsibilities can consume a significant portion of one's time and energy. When work demands are excessive, finding time for personal pursuits becomes a challenge, leading to a lopsided work-life balance.

5. Career advancement pressure

Ambitious individuals might find themselves sacrificing personal time to advance their careers. The pressure to constantly achieve, climb the corporate ladder , or meet aggressive targets can tip the balance heavily toward work, leaving little room for leisure or family activities.

6. Impact on relationships

Maintaining work-life balance is crucial for nurturing healthy relationships. However, excessive work commitments can strain relationships with family, friends, and significant others. Lack of quality time and emotional availability can lead to conflicts and feelings of neglect.

7. Technological intrusion

While technology facilitates work flexibility, it can also encroach on personal time. The constant barrage of emails, notifications, and work-related messages during off-hours can disrupt relaxation and prevent individuals from fully unplugging.

8. Changing life stages

Work-life balance challenges can shift as life stages change. Young professionals might focus on building their careers, while parents might struggle to balance work with family obligations. Each life stage presents unique challenges that require adaptive strategies.

Employee work-life balance questionnaire and mental health

The Employee Work-Life Balance Questionnaire is a powerful tool that not only delves into an individual's approach to balancing professional and personal commitments but also holds implications for their mental health. As the demands of modern work environments increase, understanding how work-life balance impacts mental well-being becomes crucial.

This questionnaire can uncover whether employees feel supported in maintaining this equilibrium or if excessive work demands are affecting their mental health. By asking about stress levels, burnout, and overall mental well-being, organizations gain insights into potential areas of concern.

Furthermore, the questionnaire's results can guide organizations in tailoring resources and support systems to address mental health challenges. It opens avenues for discussing coping mechanisms, fostering open communication , and implementing policies that prioritize both productivity and mental well-being.

In a world where the boundary between work and personal life can blur, assessing work-life balance isn't just about time allocation; it's a step towards safeguarding employees' mental health. The insights garnered from this questionnaire facilitate a holistic approach to employee well-being, ultimately benefiting both individuals and the organization as a whole.

How to improve your work life balance

A healthy work life balance helps ensure that your professional and personal lives are balanced and that neither takes precedence over the other. However, achieving a good work life balance can be difficult, especially if juggling multiple obligations.

Fortunately, there are several steps you can take to improve your work life balance.

Prioritize: Take the time to prioritize your life and work tasks. Make a list of what needs to be accomplished and divide it into sections for work and home. That way, you can focus on the most important tasks first and ensure you're taking care of your professional and personal responsibilities.
Set boundaries: It's important to set boundaries between your work and home life. Create a schedule and stick to it. Let your co-workers know when you're available and when you're not. Set realistic expectations for yourself and your team , and don't be afraid to say no if something isn't feasible.
Take breaks: Regular breaks throughout the day are essential for maintaining a healthy work life balance. Get up and walk around for a few minutes, or take a short break to have a snack or read a book. This will help you stay focused and productive throughout the day.
Limit distractions: It can be difficult to focus when there are a lot of distractions around you. Take steps to limit the number of distractions you have to deal with, such as turning off your phone, closing your email, and disconnecting from social media.
Make time for yourself: Make sure to take some time for yourself each day. Whether going for a walk, reading a book, or getting a massage, take some time to relax and recharge.
Delegate: Don't be afraid to delegate tasks to others. You don't have to do everything yourself. Delegating tasks to others can help you free up time to focus on the things that really matter.

How do you measure a good work life balance?

Measuring work life balance can help employers ensure their employees are engaged, motivated, and productive. Employers can measure work life balance by evaluating how much time employees spend on work, the quality of work they are producing, and their engagement level towards their work.

Employers should assess how much time employees can spend on personal activities such as family time, leisure activities, or vacations while also evaluating their employees’ emotional and physical well-being and ensuring that their employees are not suffering from stress or burnout.

Employees can measure their work life balance by assessing their satisfaction with their job and personal life. Employees should evaluate how much time they spend on work related tasks and how much time they can spend on personal and leisure activities.

Here are a few employee surveys that employers can use to measure a good work life balance for their employees:-

Employee engagement survey:

Employee engagement surveys measure how employees feel about their work, job satisfaction, and relationship with their managers and colleagues. The survey should contain questions about job satisfaction, job security, recognition and reward, learning and development, communication, and other areas of job satisfaction. The employee engagement survey can help employers understand how engaged employees are with their job and the organization as a whole.

Gathering insights through employee engagement surveys is like peering into the heart of an organization. By probing deeper into aspects such as communication effectiveness, professional growth opportunities, and collaboration dynamics, employers can unlock valuable information that fuels actionable strategies for fostering employee commitment and organizational success.

Employee satisfaction survey

This type of survey measures employees' overall job satisfaction. It helps employers understand how their employees view the organization, their job, and the workplace culture . So, in your next employee satisfaction survey, you should focus on areas such as job satisfaction, job security, job performance, overall work experience, and their opinion of their supervisors.

Employee satisfaction surveys provide a canvas for candid feedback, helping organizations adapt and evolve. Diving deeper into areas like job security and performance assessment allows leaders to constructively fine-tune policies and practices, nurturing an environment where content employees become champions of thriving workplace culture.

Mental health survey

Mental health surveys measure the mental well-being of employees. Questions should focus on stress, burnout, depression, and other mental health issues. This employee survey can help employers identify any mental health issues that may be affecting their employees and provide guidance on how to support them.

Mental health surveys serve as a bridge to addressing the invisible struggles that employees might face. By inquiring about stress levels, emotional resilience, and overall mental health, organizations demonstrate care and gain insights to shape policies that foster well-being, reduce absenteeism and enhance productivity.

Manager effectiveness survey

Manager effectiveness surveys measure employees' feelings about their direct manager. The survey should contain questions about leadership, communication, feedback , trust, and other areas that affect employees’ opinions of their manager. This survey can help employers understand how employees view their managers and identify any areas of improvement.

Manager effectiveness surveys provide a lens into the crucial manager-employee dynamic. Beyond the surface, these surveys delve into leadership styles, feedback mechanisms, and communication proficiency, enabling organizations to fine-tune managerial approaches and create an atmosphere of mutual respect and collaboration.

Work environment surveys

Work environment surveys measure employees' feelings about their work environment. Questions should focus on the physical environment, atmosphere, and resources available to employees. This survey can help employers understand how employees view the workspace and identify any areas of improvement.

Work environment surveys are like blueprints for creating conducive workspaces. By inquiring about the physical environment and atmosphere, employers can mold the workplace into a vibrant, comfortable setting that bolsters productivity and fosters a positive sense of belonging among employees.

Pulse survey

Pulse surveys measure employees’ current sentiments about the workplace. The survey questions focus on job satisfaction, engagement, morale, and other areas that affect employees’ opinions of their job. This employee pulse survey can help employers understand how employees feel in the moment and identify any areas of improvement.

Pulse surveys act as the heartbeat of organizational sentiment, providing real-time insights. By capturing instantaneous feelings on job satisfaction and morale, organizations can respond swiftly to challenges and opportunities, demonstrating a commitment to continuous improvement and employee well-being.

Empowerment surveys

These help measure how empowered employees feel in their job. The survey often focuses on autonomy, decision-making, and other areas of employee empowerment. This survey can help employers understand how empowered employees feel in their roles and identify any areas of improvement.

Empowerment surveys offer a compass for cultivating a culture of ownership. By exploring employees' sense of autonomy and involvement in decision-making, organizations can nurture an empowered workforce that takes initiative, drives innovation, and contributes to the company's growth journey.

What is worklife balance questionnaire?

A Work-life balance questionnaire is a structured set of inquiries designed to explore an individual's perspective on balancing their professional and personal life harmoniously. This questionnaire delves deeper into their beliefs, strategies, and preferences related to maintaining equilibrium while managing work responsibilities and personal commitments.

Through carefully curated questions, this tool uncovers candidates' approaches to stress management, time allocation, and their understanding of the importance of downtime.

It also delves into their alignment with flexible work arrangements, technology usage boundaries, and the level of support they seek from their employer to achieve this balance.

The work-life balance questionnaire goes beyond mere skills assessment, providing a window into candidates' emotional resilience, adaptability, and long-term vision for maintaining their well-being.

By understanding their perspectives on achieving balance, organizations can make more informed hiring decisions and create an environment that supports employees in their pursuit of both professional success and personal fulfillment.

How do you create good interview questions about work life balance?

Crafting insightful questions helps ensure that the right candidates are not only skilled but also aligned with your organization's commitment to a balanced professional and personal life. Here's how you can do it:

Holistic vision:

Ask candidates to describe their ideal work-life balance. This offers insights into their expectations and priorities, helping you understand if they resonate with your company's values.

Prioritization techniques:

Inquire about how candidates manage their tasks and commitments outside of work. Their ability to prioritize indicates whether they can maintain equilibrium, even during demanding periods.

Stress management:

Discuss how candidates handle stress and pressure. Their coping mechanisms shed light on their emotional resilience and whether they can handle challenges without sacrificing their well-being.

Flexibility alignment:

Explore their opinion on flexible work arrangements. Do they see these options as a beneficial solution, or are they more comfortable with traditional structures? This uncovers whether their expectations align with your company's approach.

Learning from past experiences:

Ask about a time when they faced conflicting demands between work and personal life. Their response reveals their problem-solving skills, adaptability, and how they learn from these situations.

Technology boundaries:

Discuss their relationship with technology outside of working hours. Do they feel the need to always be connected, or do they believe in setting boundaries? This offers insights into their ability to disconnect and recharge.

Support systems:

Inquire about the kind of support they expect from their employer in maintaining work-life balance. This unveils their communication preferences and how well they align with the resources your company provides.

Long-term sustainability:

Ask candidates how they envision sustaining a healthy work-life balance in the long term. Their answer will reflect their commitment to maintaining equilibrium even as their responsibilities evolve.

How do you manage work-life balance questions?

managing work-life balance is a dynamic skill that requires conscious effort and effective strategies. Here's how individuals can navigate this balancing act:

1. Prioritize tasks:

Identify tasks based on urgency and importance. Allocating time to high-priority tasks ensures that essential work is completed without compromising personal time.

2. Set boundaries:

Establish clear boundaries between work and personal life. Define specific work hours and refrain from checking emails or taking work-related calls outside those hours.

3. Time blocking:

Segment your day into focused blocks of time for work tasks, breaks, and personal activities. This structured approach enhances productivity and leaves room for relaxation.

4. Learn to delegate:

Recognize when to delegate tasks to colleagues or team members. Delegation reduces overwhelm and empowers others while freeing you to concentrate on critical responsibilities.

5. Utilize technology mindfully:

While technology connects us, it can also blur boundaries. Set designated times for checking emails and messages to prevent constant interruptions during personal time.

6. Practice self-care:

Prioritize self-care activities like exercise, hobbies, and spending time with loved ones. These rejuvenating moments fuel your energy and overall well-being.

7. Effective planning:

Plan your week ahead, both professionally and personally. Allocate time for work tasks, family commitments, and relaxation to maintain a sense of control.

8. Embrace flexibility:

Embrace flexible work arrangements, if available, to tailor your schedule to your peak productivity hours and personal commitments.

9. Learn to say no:

Avoid overcommitting. Politely decline additional tasks when your plate is already full to avoid burnout.

10. Regular breaks:

Incorporate short breaks during the workday to recharge. Even a brief walk or a few minutes of deep breathing can refresh your mind.

11. Reflect and adjust:

Regularly assess your work-life balance. If you find that one area is overpowering the other, make adjustments to restore equilibrium.

12. Communicate openly:

Discuss your work-life balance needs with your supervisor and colleagues. Open communication fosters understanding and support.

Work life balance statistics that you should know about

According to the Organisation for Economic Co-operation and Development (OECD) , the proportion of American employees working long hours exceeds the OECD average by ten percent.
Microsoft's findings reveal that since the pandemic, there has been a significant shift in employee priorities. Health and wellbeing now take precedence over work for 53% of employees.
Health Careers' data highlights that a substantial 48% of Americans self-identify as workaholics. Furthermore, a considerable number of U.S. workers, numbering in the thousands, invest more than four hours per week in unpaid work. Similarly, they allocate an equal amount of time to work-related concerns.
Deloitte's work-life balance survey, conducted with 1,000 respondents, underscores the prevalence of burnout in the workplace. A substantial 77% of participants reported experiencing burnout at least once in their current jobs.

Surveys can help gauge the work-life balance of remote employees

Even though a growing number of leaders are accommodating the idea of encouraging a work-life balance, it remains a difficult job. It is not easy for leaders to identify whether employees can maintain a work-life balance. It’s quite easy to lose oneself in meetings, daily tasks, and emails often forgetting to check in on one’s employees. This has been even more difficult with the onset of the pandemic.

Teams that used to brainstorm ideas together and share lunches together have to work remotely now. While this has been a boon for many reasons, a lot of employees admit work from home has taken a toll on their work-life balance. And it’s quite difficult for leaders to measure the temperament of each of their employees via a 30-minute video call while trying to finish a high-profile project.

It is under such situations that surveys come in handy. Employee surveys are basically questionnaires that are designed to gauge various factors in an employee’s life cycle in the company. The surveys are generally used to track different metrics like job satisfaction, employee wellness, etc.

CultureMonkey , for instance, makes it extremely easy for leaders and HR professionals to monitor their workforce by providing an entire library of surveys. In case the leader or HR member wants to check the work-life balance in their employees’ lives, they can customize surveys just for that or use the template dedicated to work-life balance from the vast survey template library offered by the platform.

27 work-life balance survey questions that you should ask in 2023

Curating a list of questions for a survey that is specifically dedicated to a particular driver of engagement, say work-life balance, can be cumbersome if one does not have access to an employee engagement platform. To make things easy, we have listed down 15 work-life survey questions that leaders and HR professionals can ask their employees.

How often do you work beyond your specified working hours?
Are you satisfied with your current work-life balance?
Can you cope with the current workload assigned to you?
Does your work schedule allow you to spend quality time with your friends and family?
Are you suffering from burnout or work-related illnesses?
Does your manager/team leader respect your work-life balance?
Do you have enough time to destress from your work schedule?
Have you ever disregarded your personal commitments due to work?
Do you have time to pursue personal interests and hobbies?
How much time do you spend with your friends and family on a daily basis?
Do you think your teammates have a healthy work-life balance?
Can you set strict boundaries between work and life?
Do you need extra help to complete your work tasks?
Is the company’s overall culture empathetic to your needs?
How often have you worked during vacations?
How often do you take breaks throughout the day to move or exercise?
Do you practice self-care and maintain your physical health?
How do you prioritize physical activity in your daily routine?
On a scale from 1 to 10, how would you rate your current mental well-being?
How often do you take breaks from work to reduce stress and anxiety?
Do you feel supported by your employer in maintaining positive mental health?
Do you think your workplace needs changes to help promote emotional well-being?
Do you find that your emotional well-being is taken into account when making decisions and setting goals at work?
How could your employer better support your professional development goals?
Have you taken advantage of any professional development opportunities this past year?
How often do you feel socially connected with the people around you?
Are there barriers preventing you from having a healthy social life?

Choose a survey for your company

It is important to remember that every company functions differently because no founder or leader functions the same. That is why policies and culture vary from company to company.

Leaders (at all levels) must remember that employee engagement survey questionnaires must be customized as per their company’s needs while pursuing an employee-first approach because the purpose of conducting surveys is to understand the employees while offering actionable solutions for the growth of the employees as well as the company.

Modern employee survey tools like CultureMonkey facilitates people leaders like you to listen, analyze, and act on work life balance concerns of your employees with ease to ensure that your organization has greater retention rates .

So, without further delay, ensure your employees balance their work and personal life through CultureMonkey.

What is work-life balance and why is it important?

Work-life balance refers to the equilibrium between professional and personal commitments. It's crucial as it promotes mental well-being, reduces stress, and enhances overall quality of life. Striking this balance helps prevent burnout, fosters productivity, and allows individuals to enjoy fulfilling personal lives alongside their careers.

How can I achieve a better work-life balance?

Achieving a better work-life balance involves setting clear boundaries, prioritizing tasks, and practicing effective time management. Allocate time for work, hobbies, and family, and disconnect from work during personal hours. Regularly reassess and adjust your schedule to maintain a sustainable equilibrium.

What are some strategies for balancing work and personal life?

To balance work and personal life, consider time-blocking, delegating tasks, and embracing flexibility. Create a structured schedule that accommodates both professional commitments and personal interests. Effective communication with colleagues and employers about your boundaries can also contribute to a successful balance.

How do I assess my current work-life balance?

Assessing your work-life balance involves evaluating the amount of time and energy dedicated to work versus personal activities. Reflect on your stress levels, time spent with loved ones, and the impact of your job on your overall well-being. Adjust your routine as needed to prioritize self-care and relaxation.

What are some work-life balance interview questions for candidates?

Work-life balance interview questions for candidate s could include queries about how they manage their time, handle stress, and prioritize personal commitments. Their opinions on flexible work arrangements and boundaries reveal their approach to maintaining equilibrium. Assessing their alignment with your company's values ensures a harmonious fit.

Soumya Samuel

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Work-Life Balance Survey: Step-by-step Guide (Questions + Template)

A comprehensive work-life balance survey works as a compass, guiding HR professionals and leaders in creating a workplace culture that values the well-being of its workforce.

In this article, we present a step-by-step guide to conducting a work-life balance survey, complete with a carefully curated set of questions and a template to help you get started. Let’s dive in.

Work-life balance survey questions: 22 Examples

Prioritizing employee well-being can result in higher job satisfaction , increased productivity, and improved employee retention rates. Here's a list of exemplary questions you can use when you create the next employee satisfaction survey concerning work-life balance:

Workload and job demands

One of the crucial aspects of creating a balance between employees' professional and personal lives is considering the workload and job demands they have to face. Here are a few questions you could use:

On a scale of 1 to 5, where 1 represents "Very low" and 5 represents "Very high," please rate the overall workload in your current role.
How often do you find yourself working beyond your regular working hours (e.g., evenings, weekends, holidays)?
How often do you feel overwhelmed by the amount of work you have to complete?
Are you able to complete your assigned tasks within the designated working hours?

Time management

Another critical aspect of improving work-life balance is avoiding employee burnout and helping employees understand how to manage their time more effectively. Here's a list of questions to learn how employees feel about their time management abilities:

On a scale of 1 to 5, where 1 represents "Very ineffective," and 5 represents "Very effective," how effective are you at prioritizing tasks and managing deadlines?
How often do you find yourself working on tasks not aligned with your key responsibilities?
Are you able to accomplish your daily tasks within the allocated time frame?

Flexibility and autonomy

Lack of autonomy to organize one's work can have a negative effect on the person's work-life balance. Here's a list of questions to detect whether employees are experiencing flexibility and autonomy in their professional lives:

On a scale of 1 to 5, where 1 represents "Very low" and 5 represents "Very high," how would you rate your flexibility in managing your work schedule?
Are you able to adjust your work hours or schedule to accommodate personal commitments or responsibilities?
How often do you have the option to work remotely or from home?

Work-life integration

Good work-life integration means more balance in employees' professional and personal routines. You can learn how they feel in this respect by asking such questions as:

Do you feel your work allows flexibility and adaptability in managing personal and professional obligations?
Have you ever had to skip a personal event because of work commitments?
Are you encouraged to bring your authentic self to work and express your personal values and interests?

Work environment

Creating a good work-life balance means taking care of the work environment . When its healthy, it can increase employees' overall happiness . Here are some question suggestions:

How often do you experience a sense of collaboration and teamwork in your work environment?
How often do you receive feedback and recognition for your work within the work environment?
Are you satisfied with the level of communication and transparency within your work environment? (see also: communication effectiveness survey )

Questions about well-being constitute another vital element of a work-life balance employee survey. Here are some examples:

How often do you feel physically energized and healthy at work?
How often do you experience symptoms of stress or burnout in your work environment?
How often do you engage in activities that promote your mental and emotional well-being (e.g., mindfulness exercises, stress management techniques)?

Work-life balance initiatives

Initiatives aiming at achieving better work-life balance by employees are an essential part of a healthy workplace. Here's how you can ask about employee awareness of such initiatives:

Have you utilized any of the work-life balance initiatives or programs provided by your organization?
Which specific work-life balance initiatives or programs have you found most beneficial or impactful?
Are there any work-life balance initiatives or programs you feel are lacking or could be improved within your organization?

How to conduct a work-life balance survey easily

Determine survey objectives

Start by clarifying the overall purpose of your survey. What specific information or insights do you hope to gather? Think of the key areas or aspects you want to understand or measure.

Select survey tools

Google Forms is a popular solution for creating surveys, questionnaires, and other forms. However, it has limited design customization options, and the available templates are very basic.

How to conduct a work-life balance survey easily with Plai

If you want a tool that will allow you to create and schedule employee surveys easily, try Plai, our performance management software . It has a feature that enables you to create and distribute a work-life balance survey to gather employee feedback on their experiences, challenges, and suggestions related to work-life balance.

Plai allows you to:

Easily schedule the survey: Effortlessly schedule and remodel recurring surveys, seamlessly incorporating new participants, modifying questions as needed, and automatically adjusting participant roles to match your team configuration.

Analyze work-life balance survey replies in a Plai dashboard

Analyze the results: Plai's comprehensive survey analytics allow you to monitor selected metrics such as eNPS (Employee Net Promoter Score) and identify behavioral patterns and trends over a period of time.

Set goals that employees can actively pursue to achieve a healthy work-life balance. With Plai, you can set objectives for employees that prioritize their well-being, personal growth, and quality time outside of work.

Use performance reviews and one-on-ones to discuss current work-life balance with your employees. Engage in collaborative agenda creation, keep track of meeting notes, and manage action items effectively.

Pick the questions

Choose straightforward, unambiguous questions that effectively capture the desired information. You should also ensure the survey is conducted legally, ethically, and sensitively.

If you have any doubts, consult a qualified healthcare professional or legal advisor for guidance and assistance.

Distribute the survey

If required, seek permission from relevant authorities or stakeholders before distributing the survey, especially if it involves sensitive health-related data. Utilize email lists, social media channels, or dedicated survey platforms to reach your audience.

Evaluate the outcomes

Compile the survey responses into a structured format, such as a spreadsheet, with each row representing a respondent and each column representing a question. Check for any errors or inconsistencies in the data. Remove duplicate entries, check for missing values, and ensure all responses have correct categories.

Evaluate work-life balance survey outcomes in Plai

Plai makes analyzing survey results a lot easier. It provides valuable tools to assess the linear scale and eNPS questions over multiple survey rounds, including heatmap, participation rate reporting, and trends analysis. The user-friendly filter enables the customization of data views by:

Direct manager
Facilitated Questions

How to act on work life balance survey HR tips

After you understand the well-being of employees and identify areas that require improvement, it is essential to take meaningful actions based on the survey results.

Identify common themes: Carefully analyze the data to identify common themes and trends. Look for response patterns related to workload, flexibility, support systems, and stress levels.
Assess and change current policies and practices: If the survey indicates a lack of flexibility or excessive workload, explore ways to introduce flexible work arrangements and job-sharing options or implement workload management strategies.(See also: change management survey)
Develop new strategies: Based on the survey results, develop new strategies to promote work-life balance within the organization. It might include offering wellness programs, organizing stress management workshops, or providing resources for employees to manage their work and personal commitments effectively.
Communicate and engage with employees: Communicate the survey results to all employees, highlighting the actions you plan to take. Encourage employee feedback and suggestions to foster a sense of ownership and involvement in the process.

Plai can be very helpful here. It allows you to:

Schedule regular one-on-one meetings
Get HR analytics that helps you compare appraisal results from different perspectives
Obtain aggregated scores amongst team members and receive regular peer-to-peer feedback
Use smart AI suggestion s to get quick report analysis, hints on goals and feedback, and insights about your team and the whole organization

Survey template

Below is a template for a work-life balance survey. Feel free to customize it based on the needs and goals of your organization:

Work-Life Balance Survey ‍

1. Workload and Responsibilities:

a. How would you rate your current workload and job responsibilities?

Very manageable
Manageable with occasional challenges
Often overwhelming

b. Do you feel comfortable discussing workload concerns with your manager or supervisor?

2. Flexibility and Work Arrangements:

a. Are flexible work arrangements (e.g., telecommuting, flexible hours) available to you?

Yes, and I use them regularly
Yes, but I rarely use them
No, they are not available to me

b. If you use flexible work arrangements, how satisfied are you with their effectiveness in achieving work-life balance?

Very satisfied
Moderately satisfied
Not satisfied

3. Stress and Well-Being:

a. On a scale of 1 to 10, how would you rate your stress levels at work?

- 1 (very low stress) to 10 (very high stress)

1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 ‍

b. Are there any specific work-related factors that contribute to your stress levels?

……………………………………………………………………………………………..

c. How well do you think the organization supports employee well-being?

Moderately well

4. Personal Commitments and Time Management:

a.How often do you find managing personal commitments and work responsibilities challenging?

Occasionally

b. Do you feel comfortable discussing personal commitments and time management with your manager or supervisor?

5. Work-Life Balance Support:

a. Are you aware of the work-life balance policies and resources provided by the organization?

Yes, and I have utilized them
Yes, but I have not utilized them
No, I am not aware of them

b. How effective do you find these work-life balance policies and resources?

Very effective
Moderately effective
Not effective

By investing the time and effort to design a well-crafted survey, you demonstrate your organization's commitment to prioritizing the well-being of your workforce. So, take that first step now – sign up for Plai , launch your work-life balance survey and set the wheels of positive change in motion.

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Work life balance (WLB) questionnaire

Related Papers

Ananda Kumar

ABSTRACT This paper addresses worklife balances of employees; encouraging worklife balance is seen as a way of attracting and retaining the employee force needed to support economic well-being. When employees go back to their homes, they should or not should carry any organizational stress with them. An individual has two roles to play- personal and professional; each role having different set of demands. When such role demands overlap, multiple problems are faced leading to losses for all concerned: the individual, the family, the organization and the society. This study is to identify the workplace determinants of worklife imbalance and to elicit some solutions for the problem. It was found that worklife balance is a personal issue that varies across time and situations and the underlying conflict experienced pertains to role overload and role interference. The study were circulated Questionnaires and data was collected and analyzed by using appropriate statistical tools. Through the analysis, the results showed that various tips of developing satisfactory level of employee’s worklife balance in the study area. KEYWORDS: employee, organization, satisfactory, worklife balance.

Dr WAS Weerakkody

Andrea Gragnano

Purpose: This study presented the construct of Work-Health Balance and the design and validation of the Work-Health balance questionnaire (WHBq). More and more workers have a long-standing health problem or a disability (LSHPD). The management of health needs and work demands is crucial for the quality of working life and work retention of these workers. However, no instrument exists measuring this process. The WHBq assesses key factors in the process of adjusting between health needs and work demands. Method: We tested the reliability and validity of 38 items with cross-sectional data from a sample of 321 Italian workers (mean age = 45 ± 11) with EFA, Rasch analyses and the correlations with other relevant variables. Results: The instrument ultimately consisted of 17 items that reliably measured three factors: Work-Health incompatibility, Health climate, and External support. These dimensions were associated with well-being in the workplace, dysfunctional behaviors at work, and general psychological health. A higher level on the Work-Health balance index was associated with lower levels of presenteeism, emotional exhaustion, workaholism, and psychological distress and with higher levels of job satisfaction and work engagement, supporting the construct validity of the instrument. Conclusion: The WHBq shows good psychometric characteristics and strong and theoretically consistent relationships with important and well-known variables. These results make the WHBq a promising tool in the study and management of health of employees, especially for the work continuation of employees returning to work with LSHPD.

GANESAN SHANMUGAVELU

The aim of this study is to discuss employees’ work-life balance strategies to improve individual health and wellbeing balance. A healthy balance between work-life and home-life is incredibly important and something everyone should strive to achieve. However, it is not uncommon for employees to find their personal life, suffering as they struggle manipulate family, friends and other commitments with busy schedules. The finding determines that employees are desiring more control over their work patterns and an overall healthier work-life balance. The main aim of this case study is to explore the work-life balance that utilize to improve the employee’s performance organization. This study also integrated the work-life balance effectiveness, the importance of a supportive work environment, employee commitment and motivation. Also emphasize, employee wellbeing and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job...

Terence Hogarth

INTERNATIONAL JOURNAL OF SCIENTIFIC DEVELOPMENT AND RESEARCH

Dr Anwar Shaikh , Amrin Adkar

The concept of work-life balance (WLB) has gained popularity and is currently gaining increased attention. But there is a need to investigate the elements that have an impact on "work" and "life” balance. The literature review study identifies its effect on various quality life conditions like Job Satisfaction, Work Stress, Career Growth, Turnover, and Absenteeism in context with Work-life Balance and its practices/policies. Through the assessment of previous research, an effort has been made in this paper to present an overview of various Work-Life Balance issues. The references are provided at the end which contain a wide range of publications, books, doctoral theses, working papers, reports, magazines, websites, newspapers, and other materials.

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30 Work-Life Balance Questions | Live To Work Or Work To Live?

Work-Life Balance - Conversation Questions

Achieving a healthy work-life balance is incredibly important for both your physical and mental well-being. It is, however, very challenging to strike the right balance between your career goals and your life outside of work. One effective way to figure out if you’re striking the work-life balance is to talk about it! Below you’ll find 30 work-life balance questions you can use to spark thoughtful discussions about work-life balance and help you explore this important topic with your colleagues, friends, or family members.

Work-Life Balance Meaning

Work-life balance is a concept that describes the balance that an individual needs between the time allocated for work and other aspects of life. These areas can include personal interests, family and social or leisure activities.

Work-life balance is achieved when an individual feels satisfied with both their work and personal life, with a minimum of role conflict. This concept varies across different cultures and individuals, with people valuing different parts of their life to different extents.

A good work-life balance ensures that individuals are adequately attending to both their work and personal commitments. It’s important for overall well-being, including mental and physical health. Too much work (workaholism) can lead to stress and burnout, while too little can lead to feelings of underachievement or lack of fulfillment.

Work-Life Balance Questions

How do you define work-life balance?
Do you think it’s possible to achieve a perfect work-life balance? Why or why not?
How has the pandemic affected your work-life balance?
What are some ways you try to achieve work-life balance in your own life?
How do you prioritize your personal life and your work responsibilities?
What are some signs that you might be experiencing an imbalance between your work and personal life?
How do you handle work-related stress and prevent it from affecting your personal life?
Do you think it’s important for employers to encourage work-life balance among their employees? Why or why not?
How do different jobs and professions impact work-life balance?
What are some common challenges people face in achieving work-life balance?
How do cultural differences impact the way people view and achieve work-life balance?
Do you think the concept of work-life balance has changed over time? If so, how?
How can technology impact work-life balance?
Can having a side hustle or freelance work impact your work-life balance?
How can flexible work arrangements, such as remote work or flexible schedules, impact work-life balance?
What is the impact of overworking and burnout on work-life balance?
How can parents achieve work-life balance while balancing their responsibilities as caregivers?
What role does exercise and physical activity play in achieving work-life balance?
How can hobbies and leisure activities contribute to work-life balance?
Can work-life balance impact career advancement or success?
How do you manage your time effectively to achieve work-life balance?
What are some ways to disconnect from work and recharge during your personal time?
Can work-life balance impact mental health and well-being?
How can friends and family support you in achieving work-life balance?
What are some ways to maintain work-life balance while traveling for work or business?
How can you communicate with your employer or colleagues about the need for work-life balance?
Can meditation and mindfulness practices help achieve work-life balance?
How can you set realistic goals and expectations for achieving work-life balance?
How do you strike a balance between personal and professional growth and development?
What are some ways to achieve work-life balance without sacrificing your career goals or ambitions?

How To Answer A Work-Life Balance Question

When answering a work-life balance question, it’s crucial to begin with personal introspection. Evaluate your own experiences, understanding, and stance on the concept. Keep in mind that work-life balance is not a one-size-fits-all concept, and it’s different for everyone. For example, if you’re asked to define work-life balance, your answer might include how you segment your time and energy between work and personal life, and the importance you place on each. Or, if asked about how you maintain a work-life balance, you might speak about specific strategies you use, such as setting boundaries for work hours, prioritizing tasks, or regularly scheduling time for relaxation and leisure activities. Remember to provide concrete examples to support your points.

It’s equally essential to acknowledge that achieving a perfect work-life balance can be challenging and can fluctuate depending on life circumstances. For questions about handling stress or work-life imbalance, be honest about any difficulties you’ve faced and how you’ve worked through them. Highlight proactive strategies you’ve used, such as mindfulness, regular exercise, or seeking support from friends, family, or a professional. When discussing the role of employers in work-life balance, emphasize the importance of clear communication about your needs and boundaries. Ultimately, answering work-life balance questions requires honesty, self-awareness, and a clear understanding that balance might look different for everyone.

Work-Life Balance Question – Example Answer

Question: How Do You Maintain A Work-Life Balance?

“For me, maintaining a work-life balance is about clearly defining boundaries and respecting them. I start by scheduling my time effectively. During weekdays, I make sure to dedicate specific hours to work, while also setting aside time for breaks to recharge. I prioritize tasks and use productivity tools to keep my work organized and manageable within working hours.

After work, I transition to personal time by doing activities that help me disconnect, such as reading, exercising, or spending time with my family. I keep my weekends free for personal activities and self-care, which I find crucial for maintaining my mental and physical well-being.

Additionally, I practice mindfulness and stress management techniques, which help me stay present and prevent work-related stress from overflowing into my personal life. Communication is also key for me; I make sure to convey my needs and boundaries effectively with my colleagues and superiors, ensuring they understand when I am ‘off-duty’. This holistic approach helps me maintain a healthy work-life balance.”

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Setting clear boundaries between work and personal time, finding an employer with a better balance, utilizing work-life balance tools and resources, questionnaire about work life balance for managers.

How many hours do you typically work each week?
How often do you feel stressed or overwhelmed at work?
How many hours per week do you spend on non-work activities, such as hobbies, exercise, or time with friends and family?
How often do you bring work home with you or work on weekends?
How often do you feel like you don’t have enough time to complete everything you need to do?
How often do you take breaks during the workday to recharge or relax?
How many hours of sleep do you typically get each night?
How often do you exercise or engage in physical activity outside of work?
How often do you take vacations or breaks from work?
How often do you feel guilty for taking time off or not working enough?
How satisfied are you with your current work-life balance overall?

likert scale-question about work life balance

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84 Work-Life Balance Essay Topic Ideas & Examples

🏆 best work-life balance topic ideas & essay examples, 👍 simple & easy work-life balance essay titles, 💡 good research topics about work-life balance, ❓ research questions on work-life balance.

Work Life Balance Essay These non-monetary benefits include the number of hours that a person is expected to commit to the job and other benefits given by the employer to the employee.
Benefits of Work-Life Balance Managers can help their workforce to attain a work and life balance by: implementing flexible working schedules and work arrangements that meet the needs of employees, being respectful and thoughtful of employee personal responsibilities, creating […]
Flexible Work Schedule and Work-Life Balance The human resource practices in some local and multinational companies are addressed and it is sought if a set of policies related to work-life balance in a multinational corporation can be applicable to a subsidiary […]
Work-Life Balance: Retaining the Most Skilled Professionals The ability of a person to maintain the healthy work-life balance is critical for his performance and commitment to the goals set by leaders.
Work-Life Balance and Its Influences on Employee Development and Career Management Coussey is of the opinion that work-life balance entails developing working practices that are beneficial to both the organization and the employees. Integration of work-life balance as a human resource management strategy is beneficial to […]
Work-Life Balance: A Comparison of Policies in the UK and Australia It tries to understand the basic issues in those countries that contribute to work-life conflict and compares the policies pursued by the two countries in tackling the problems in balancing work and life.
Evaluation of YouTube Trends: Impact of Work-Life Balance It is possible to damage their reputation at work if they let their personal life have too much of an effect on how they behave on the job.
Improving Work-Life Balance During Distant Work The review of literature concerning the improvement of employees’ work-life balance revealed that three aspects might affect the WLB of the employees.
Impact of Work-Life Balance on Emloyee’s Life The Family and Medical Insurance Leave Act is a policy that intends to create work-life balance by securing employees 12 weeks of paid leave to care for their families when the need arises.
Impact of Cloud Technologies on Work-Life Balance in Washington D.C. In a 2013 article in the Guardian, a business director said the following when discussing the introduction of cloud technologies, “the age of work/life balance is over, it’s now about blend”. Washington D.C.firms and federal […]
Studying and Working Balance The fact that a person has decided to go back to school does not make the day any longer; what will be important is to “create time” this means that the individual prioritizes the activities […]
The Importance of Work-Life Balance Labor Unions: definitions and scope Business units’ efforts contributed to maintain work-life balance Government’s way of enhancing work-life balance Indeed, there are a number of efforts from all sides: the unions, the business sector and […]
Work-Life Balance Development in the UK Retail Stores But, at the same time, the eternal desire to work and the necessity to do it in order to satisfy one’s personal needs and the needs of people that a certain person is responsible for, […]
Cost Center Employees’ Work-Life Balance The situation is attributable to the ineffectiveness of the previous supervisor. The rationale for the suggestion is that the leader will ensure every person’s needs are met.
Work-Life Balance and Professional Development The assessment revealed that the factors that contributed to my work-life imbalanced come from different spheres of life such as family and personal relationships, social life, workplace communication and dynamics, personal habits, and the structure […]
Roads and Transport Authority Work-Life Balance For employee pay, it is critical to follow legislation, organizational policies, and the work contract. To improve the organizational culture and environment, companies follow discrimination legislation that focuses on religion and race/ethnicity.
Work-Life Balance: Emirati Men and Women Comparison In the survey, work balance was defined as achieving equilibrium between work and home. Both men and women in the survey formed 50% respectively.
Self-Care Techniques in Work-Life Balance That is why it is important to focus on self-care techniques in order to maintain the balance between the professional and personal life, prevent the negative results of ongoing stresses and challenges, and be effective […]
The Work-And-Life Balance in the U.S. Companies From this point, it is necessary to discuss the approaches followed in the U.S.companies in order to guarantee the work-and-life balance for their employees in terms of proposing policies on the maternity leave and care […]
Employee Work-Life Balance The study recommended the improvement of satisfaction of employees in the SME sector in the effort to increase their retention. The existence of scholarly evidence on the value of WLB in enhancing job satisfaction and […]
Work-Life Balance in Saudi Arabia Many employees relate work with life’s fulfillment, and connect their satisfaction at work with their feelings and satisfaction in life, and happiness with their family.
The Notion of the Work-Life Balance The revelations led to a change in the organizational outlook of work and personal life and work-life balance issues begun to receive significant attention by employers during the 1980s.
The Problem of Work-Family Imbalance in Society The absence of the mother in the family probably contributes to the work-family imbalance problem that Chris is facing in raising his son.
Can Responsible Leadership Affect Work-Life Balance or Imbalance?
Better Work-Life Balance Survey in NCC Bank Limited
The Ideology and Politics of Work and Family Policy in Australia
Can Employee’s Work-Life Balance Contribute to Business Sustainability
Corporate Work-Life Balance Systems in the Opinion of Generation Z
Creating Work-Life Balance Internal Culture and Performing Social Responsibility
Life Course Savings Scheme Potential to Improve Work-Life Balance
Does Work-Life Balance Affect Pro-Environmental Behaviour?
Work-Life Balance Practices Affect Organizational Output
Emotional Intelligence and Work-Life Balance in the IT Sector
The Relations Between Employer Flexibility and Employee Work-Life Balance
Correlation of Employment and Appropriate Work-Life Balance
The Work Life Balance: An Integral Part of The Human Resource Department
The Relationships Between Ethical Issues and Work-Life Balance
Work-Life Balance Programs in Organizations
Key Factors Determining Work-Life Balance
Guilt, Gender, and Work-Life Balance in Japan
Work-Life Balance Policies for Employees and Employers
How Organizational Bureaucratization Affects Work-Life Balance
The Work-Life Balance Is a Key to Being the Best
The Relations Between Human Resource Management and Employees’ Work-Life Balance
The Mediation Effect of Job Satisfaction and Satisfaction With Work-Life Balance
Institutional Pressures and Internal Motivations of Work-Life Balance Organisational Arrangements
Making the Link Between Work-Life Balance Practices and Organizational Performance
Measuring Work-Life Balance Using Time Diary Data
Managing Work-Life Balance in Contemporary Workplaces
Need for Work-Life Balance Educational Programs
Occupational Stress and Work-Life Balance in the Public Sector in Saudi Arabia
The Realities of Work-Life Balance in a Low-Income Neighbourhood
Psychological Contract: Work-Life Balance in Retail
Refine Your Work-Life Balance by Setting Healthy Boundaries
Work-Life Balance: The Links With Management Practices and Productivity
State, Market and Work-Life Balance: Canadian Employment and Labour Policies
Stress Level Among Nurses in ER Department and Their Work-Life Balance
Talent Management, Work-Life Balance and Retention Strategies
Temporary Employment and Work-Life Balance in Australia
The Link Between Work-Life Balance and Income Equality
Why Has Work-Life Balance Become a Key Issue in HRM?
The Work-Life Balance in Nestle International Management
Work-Life Balance: The Relationship Between Stress and Health
What Can Be the Balance Between Work and Personal Life?
What Is the Ideology and Policy of Work and Family Policy in Australia?
What Is the Accenture Work-Life Balance Programs?
Can Employee’s Work-Life Balance Contribute to Business Sustainability?
Does the Practice of Work-Life Balance Affect Organizational Results and Capital Review?
How Can Emotional Intelligence and Work-Life Balance Be Related?
What Can Corporate Systems of Work-Life Balance Look Like in the Eyes of Generation Z?
What Could Be the Potential of the Savings Schemes to Improve Work-Life Balance?
What Is the Relationship Between Employment and a Proper Work-Life Balance?
What Do Emotional Intelligence and Work-Life Balance in the It Sector Have in Common?
What Is the Relationship Between Employer Flexibility and Employee Work-Life Balance?
What Are the Work-Life Balance Programs in Organizations?
What Is the Work-Life Balance Policy for Employees and Employers?
How Does Organizational Bureaucratization Affect Work-Life Balance in the World?
What Is the Relationship Between Gender Balance and Work-Life Balance?
How Is the Work-Life Balance a Key to Being the Best?
What Are the Established Links Between Balance Practice and Personal Life?
What Is the Need for Work-Life Balance Education Programs?
What Is the Relationship Between Flexible Working Hours, Work-Life Balance, and Job Satisfaction?
Why Work-Life Balance Doesn’t Work?
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COMMENTS

Work-Life Balance: Weighing the Importance of Work-Family and Work-Health Balance
To date, research directed at the work-life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular ...
A STUDY OF WORK-LIFE BALANCE: CHALLENGES AND SOLUTIONS
Abstract. Work-life balance is considered to be important for both, business practice and academic research. The literature shows that work-life balance is a central issue affecting wellbeing, as ...
Work-Life Balance: All The Questions That Need To Be Answered
4. Lack of personal growth. If you don't check in with yourself enough, you can't have a healthy work-life balance. You may have stopped journaling, meditating, or reviewing your goals. Work and fatigue have consumed all your emotional energy. 5. Lower productivit y or effectiveness.
Work-Life Balance Is a Cycle, Not an Achievement
Work-Life Balance Is a Cycle, Not an Achievement. by. Ioana Lupu. and. Mayra Ruiz-Castro. January 29, 2021. rubberball/Getty Images. Summary. Research has definitively shown that overwork isn't ...
69 questions with answers in WORK-LIFE BALANCE
The research is focusing on the relationship between working mothers and work-life balance. Some of the questions included: "Being a working mother has made it difficult to balance work and home ...
Exploring the work-life challenges and dilemmas faced by managers and
The ability to reconcile work and private life is a pressing social issue - one driving a large body of academic research as well as government policy, employment legislation and organizational policy and practice (Abendroth and Den Dulk, 2011; Booney, 2005; Gerstal and Clawson, 2014; Kelly et al., 2014; Warren et al., 2009).The most familiar term, work-life balance, can be defined as a ...
Full article: Remote work and work-life balance: Lessons learned from
Research conducted during the pandemic suggests that adequate workspace at home - characterized as good physical conditions, free from distraction and noise - was a key to employees' successful adjustment to remote work and to their work-life balance (Akuoko, Aggrey, and Dokbila Mengba Citation 2021; Carillo et al. Citation 2021; Craig ...
Antecedents and Outcomes of Work-Life Balance While Working from Home
Work-Life Balance. Several decades have passed since the intersection of work, and life roles have become recognized as a key area of study within multiple disciplines (e.g., management and organizational studies, industrial relations, psychology, sociology, social work, family studies), resulting in a large body of empirical evidence (e.g., Allen, 2012; French & Johnson, 2016).
Work-life balance policies in high performance organisations: A
Work-life balance indicates the absence of conflict between work and non-work roles (Frone, 2003).Conversely, work-life conflicts arise when work demands are perceived as overly high, resulting in stress, burnout or reduced job satisfaction (Greenhaus et al., 2003).Research has focused on individual and organisational antecedents that hamper work-life balance to explain work-life conflict ...
Work-life balance -a systematic review
Despite the plethora of research work concerning WLB, individuals still struggle to balance work and life (Powell et al., 2019). Therefore, the current study aspires to systematically review the existing literature on WLB, uncover the research gaps in the area pertaining to balancing work and life and show directions for future research.
PDF Work-life balance supports can improve employee well-being
2 Introduce some theory of why work-life balance supports might improve well-being. 3 Report a study testing the theory. 4 Draw out the implications of the results for practice. Theoretical background and research questions Work-life balance supports may, directly or indirectly, provide employees with more temporal
11 Best Tools & Questions for Work-Life Balance Coaching
Quenza. Quenza is the ultimate tool for coaches and therapists trying to help clients find work-life balance. Once clients set specific goals, this tool allows coaches to automate assignments between sessions and track client progress toward goals in each area of their life. 2. Rescue Time.
This Work-Life Balance Study Reveals 3 Major Problems: Here ...
Here are some key findings: Three implications. 1. Personal relationships could be suffering. A work and family journal found that women whose partners work 50 or more hours per week have greater ...
PDF How People Experience Work Life Balance
1.1 Defining Work Life Balance Work life is a serious question in the modern age. Many books and research articles have been published on this topic. Work affects personal life and personal life affects working life. Work is important for the survival of human beings to satisfy basic needs, and work may also give a deeper meaning to people's ...
27 Work Life Balance Survey Questions to Ask Your ...
27 work-life balance survey questions that you should ask in 2023. Curating a list of questions for a survey that is specifically dedicated to a particular driver of engagement, say work-life balance, can be cumbersome if one does not have access to an employee engagement platform. To make things easy, we have listed down 15 work-life survey ...
Work-Life Balance Survey: Step-by-step Guide (Questions + Template)
A comprehensive work-life balance survey works as a compass, guiding HR professionals and leaders in creating a workplace culture that values the well-being of its workforce. In this article, we present a step-by-step guide to conducting a work-life balance survey, complete with a carefully curated set of questions and a template to help you ...
35 Transformative Work-Life Balance Survey Questions
26. Do you feel your work schedule permits quality time with loved ones? 27. Are your personal relationships strained due to work-related commitments? 28. Have you curtailed personal activities or hobbies because of work? 29. Does your job allow time for regular exercise or relaxation activities? 30.
(PDF) Work life balance (WLB) questionnaire
Andrea Gragnano. Purpose: This study presented the construct of Work-Health Balance and the design and validation of the Work-Health balance questionnaire (WHBq). More and more workers have a long-standing health problem or a disability (LSHPD). The management of health needs and work demands is crucial for the quality of working life and work ...
30 Work-Life Balance Questions
Work-Life Balance Meaning. Work-life balance is a concept that describes the balance that an individual needs between the time allocated for work and other aspects of life. These areas can include personal interests, family and social or leisure activities. Work-life balance is achieved when an individual feels satisfied with both their work ...
11 Questions about Work Life Balance Every Manager Should Consider
Work-life balance refers to finding an equilibrium between the demands of your professional life and your personal life. A good work-life balance can increase job satisfaction, reduce stress, and improve mental health. In addition, it allows you to dedicate time to your family, hobbies, interests, and other aspects of your personal life.
Work-life balance survey: questions & template
Using our work-life balance survey template is a straightforward and effective way to assess and improve the balance between professional and personal life. The template comprises a range of questions that delve into the aspects of workload, time management, stress levels, and personal well-being. This valuable insight can guide decisions on ...
84 Work-Life Balance Essay Topic Ideas & Examples
The revelations led to a change in the organizational outlook of work and personal life and work-life balance issues begun to receive significant attention by employers during the 1980s. The Problem of Work-Family Imbalance in Society. The absence of the mother in the family probably contributes to the work-family imbalance problem that Chris ...
Should You Transfer a Credit Card Balance in 2024? Here Are 3 Key
For example, let's say that your card offers an 18-month 0% intro APR on balance transfers and a 3% balance transfer fee. If you have $5,000 to transfer, you'll have a $5,150 balance on the new card.