{"id":139,"date":"2025-08-27T13:55:43","date_gmt":"2025-08-27T13:55:43","guid":{"rendered":"http:\/\/www.ccsbinc.com\/?p=139"},"modified":"2025-09-11T16:02:58","modified_gmt":"2025-09-11T16:02:58","slug":"how-employers-can-promote-a-healthy-work-life-balance-for-their-employees","status":"publish","type":"post","link":"http:\/\/www.ccsbinc.com\/index.php\/2025\/08\/27\/how-employers-can-promote-a-healthy-work-life-balance-for-their-employees\/","title":{"rendered":"How Employers Can Promote A Healthy Work-Life Balance for Their Employees"},"content":{"rendered":"
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I like the phrase \u2018work-life harmony.\u2019 I think \u2018balance\u2019 is a debasing metaphor because it implies there\u2019s a strict trade-off.<\/p>\n

Jeff Bezos, Founder of Amazon<\/strong><\/p>\n<\/blockquote>\n

Various studies have demonstrated that businesses that provide a decent work-life balance report more productivity by their employees. This supports the view that a healthy work-life balance is good not only for employees, but also for employers.<\/p>\n

What\u2019s not easy to know, though, is how you, as an employer, can promote healthy work-life balance for your employees WITHOUT reducing the quality of work. After all, going too much in either direction can be bad for business, especially for start-ups and medium-sized enterprises.<\/p>\n

7 Proven Ways to Promote a Healthy Work-Life Balance for Your Employees<\/h2>\n

Just a quick reminder, you can apply every single one of these methods simultaneously without reducing (if not increasing) the performance of your employees. However, we strongly recommend applying them gradually, as sudden shifts in work cultures can backfire.<\/p>\n

That being said, here 7 methods to provide a healthy work-life balance in your business:<\/p>\n

1. Encourage \u201cTrue\u201d Time Off<\/h3>\n

On paper, work time is work time, and time off is time off. Unfortunately, the reality is often different, as off time never really feels pressure-free when an employee is receiving work-related messages\/notifications.<\/p>\n

Work-related messages have increased over the years, especially out of hours messages, and many employees feel pressured to answer these communications after hours or at weekends.<\/p>\n

The fact that work communication tools like Rocket Chat, Clickup, Teams, Slack, and Matter Most exist also makes it easier than ever to reach out to your employees at any given time.
\nAll of these break the resting cycle that employees need, leading to reduced productivity, exhaustion, and, worst case scenario, burnout.<\/p>\n

Try to discourage after-hours emails and Slack messages.<\/strong> Use tools like Slack\u2019s “Do Not Disturb” mode or auto-delete emails sent during vacations. Lead by example: If leaders unplug, employees will too.<\/p>\n

2. Set Realistic Workloads<\/h3>\n

An overloaded employee will get you nowhere, and just because a job can be done by one person doesn\u2019t mean the workload on that person shouldn\u2019t be considered.<\/p>\n

According to a Mental Health UK survey<\/a>, one in three (34%) adults in the UK have reported frequently experiencing high or extreme levels of pressure or stress in the workplace. As an SME, you need your good employees working at their best to help you scale up.<\/p>\n

If you want to know whether your employees are burnt out, go ahead and survey your team about their workloads<\/strong>. The answers might surprise you.<\/p>\n

We recommend that you audit workloads quarterly<\/strong>. If teams consistently work late to meet deadlines, adjust expectations or hire support. Use project management tools (Asana, Trello) to visualise capacity.<\/p>\n

You can also utilise hybrid approaches to allow your employees some breathing room. COVID-19, as terrible as it was, has shown the world that most tasks can be done from home.<\/p>\n

So, why not gather non-office-needing tasks in one day and have your employees do these tasks away from the office?<\/p>\n

3. Normalise Breaks During the Day<\/h3>\n

Take this one with a grain of salt, as the results can vary among people, but in general, your brain focus starts to suffer after 30-50 minutes of working.<\/p>\n

The focus time can be even shorter if the task at hand is boring, and that\u2019s not even mentioning the reduced \u201cfocus span\u201d of people because of social media and doom scrolling<\/a>.<\/p>\n

The moral of the story is, short, 5-minute breaks are as important as regular lunch breaks<\/strong>. Encourage micro-breaks (5-minute walks) and discourage “lunch-at-desk” culture. Some companies even use break-tracking apps (like TimeOut) to remind staff to pause.<\/p>\n

4. Try the “Results-Only” Culture<\/h3>\n

People\u2019s abilities are different, and punishing underperformers without rewarding great achievers is guaranteed to burn out good employees.<\/p>\n

As an employer, you need specific results, and it shouldn\u2019t matter how long it took your employees to achieve said results. So, when you get results in shorter times or more results than you expected from someone, do recognise that.<\/p>\n

All in all, you should judge performance by output, not hours logged<\/strong>. If someone finishes tasks early, you should either:<\/p>\n