How Work-Life Balance Drives Business Success and Revenue Growth

Employee burnout is the leading barrier to workplace productivity. Nearly two-thirds of employees have reported experiencing burnout in the last year. At the same time, a separate study confirmed that work-life balance perks were one of the most effective tools at employers’ disposal to reduce burnout and boost employee satisfaction. Unfortunately, either due to workplace culture or an individual’s feelings (ranging from obligation to motivation), it’s typically not easy for this balance to be achieved. 

Fundamentally, work-life balance is about prioritising what matters most at any given time. It may not always mean equal time to work and life, but it should be a harmony of circumstances day-to-day, month-to-month and consistently over the long term. Balance allows employees to prioritise what matters most to them at any given time, whether it be a major life event or pursuing a promotion at work. This will look different for everyone depending on personal preferences and circumstances. What works for one may not work for someone else. The key to allowing for this balance is for employers to provide an environment that empowers employees to set clear priorities and boundaries that make it possible for them to achieve their objectives. 

Below are fundamental principles employers can provide and employees can leverage to improve work-life balance and help each individual thrive so that the business can likewise thrive. 

1. Establish and respect boundaries. Clear boundaries between work and personal obligations makes it easier for people to be present in each aspect of their lives. Employees can determine the parameters that work for them. And employers can support with flexibility and evaluating employee contributions based on the full view of employee performance and productivity.
2. Encourage time management and organisation. Different approaches to time management work for different types of people. Businesses that are flexible and that encourage employees to manage their time in an organised yet personalised way can support their people in allocating adequate time to work and life outside of work. Helping employees and teams to play days and weeks in advance will make work responsibilities and commitments more predictable and manageable. 
3. Foster a “yes, and” mindset. High-performing teams typically bring a can-do attitude to their work, but are also practiced in delegating and pushing back when needed. Employees should be supported in aligning priorities and commitments with goals and values. This may mean adjusting expectations for a certain project or changing the approach to activities that are not effectively supporting a culture of balance and reasonableness. Delegating is an important aspect here as well, as when work demands are appropriately shared across a group, stress and burnout are reduced for everyone involved. The act of delegating also helps team leaders grow as managers and expand their skills.
4. Make it fun and restful. Breaks throughout the day as well as evenings and weekends are essential for people to recharge and refocus. Employers should provide space for employees to take breaks and for teams to have fun together. Likewise, managers must make sure their team members are unplugging regularly each week — if employee are constantly online during the evenings and weekends, they will burnout, and it’s the responsibility of the manager to help prevent this.
5. Don’t glorify “busyness” or workaholism. Many people think that if they are busy at work it is a sign of success. At the same time, it’s common for people to worry that they will be perceived as not dedicated to their career if they prioritise balance. These are unhealthy misconceptions that lead to burnout. Busyness is not what drives success. Strategy, teamwork, dedication, flexibility and insight are the ingredients to positive outcomes, and are much more effective when teams are pursuing personal and professional fulfilment. Having a healthy work-life balance improves productivity, creativity and overall well-being, so employers must encourage a culture that views balance and personal care as a strength, not a weakness. Moreover, coach employees to discuss feelings of fatigue, lack of fulfilment at work and the need for personal time off.

Enabling and achieving a balanced work-life culture takes effort and focus from businesses and individuals. It requires managers and leaders who understand the benefits of a supported and engaged workforce and are willing to prioritise their people as part of their strategy. These leaders should also behave as role models to set the tone from the top — it’s easier for employees to feel comfortable with taking time for themselves when they see their leaders doing so. It also requires employees to be aware of their needs and willing to advocate for them when necessary. Flexibility is also key, so that adjustments can be made when needed for individual accommodations or larger-scale policy and culture changes across teams. 

The views expressed herein are those of the author(s) and not necessarily the views of FTI Consulting, its management, its subsidiaries, its affiliates, or its other professionals.