Supporting and Modeling Work-Life Balance

A decade-long research study of work culture, work-life fit, and health, funded by the National Institute of Health, has found that workers in environments that support work-life balance show half the risk of cardiovascular disease, significantly lower levels of stress, improved physical and mental health—and higher job satisfaction.

In explaining the research Ellen Ernst Kossek, professor of management at Purdue University, said her own research supports that people are more depressed when they have “low boundary control,” i.e. that their home life and “time off” will be invaded by relentless work issues.”

Despite the well-known benefits of work-life balance, many organizations appear to have challenges implementing this type of support. Part of the problem may be that managers—many of whom have been conditioned to be workaholics themselves—simply don’t know how to facilitate employees’ work-life needs.

In one of Kossek’s research experiments, she and her team trained managers of a grocery store chain for 45 minutes to an hour on how to support employees’ work-life needs. They began to offer emotional support and instrumental support, helping employees get the right schedule. They learned not only how to be creative, but how to be role models. We agree with Kossek, when she says, “If you train the whole manager group…you change not just individual behavior, but the entire culture.”

We want to hear. Do you feel you have good work-life balance and how does that balance, or lack of it, affect the way you feel about your workplace? To join the conversation, click "comments" on our Community of Practice Forum.

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