Work-Life Balance Tips

I struggled with work/life balance throughout my career. This is because the world has set a clever, two-part trap for us. I will explain the trap and how to escape it. Part One – Our own goals and ambitions. I wanted to be successful, to get more pay, and to be a part of bigger decisions. If you follow me here, I bet you are the same. You want to “be the best” and have a great career. Part Two – Corporate pressure. Companies have a simple goal of making profits for shareholders. This is most easily done by getting more work from the same people. The Trap: The two parts converge to destroy work/life balance because our healthy desire to do good work, earn a living, and find meaning is easily manipulated by corporate systems designed to maximize profits. Here is how they do it: 1) Most companies give bigger raises to “better” performers. What is better? Usually, doing more work. Sometimes you can be “better” by being smarter or more efficient, but over time even the best of us usually work harder 2) Competition. Since raises and promotions are limited in number, there will always be someone else willing to put in very long hours to come out ahead of you. Some of you will recognize this as “the prisoner’s dilemma” – if only one person works harder, they will get a lot of advantages for only a little extra work. But, when we all strive to be first it becomes a maximum effort race with no winners. Ways to Escape the Trap: 1) Set limits. Recognize the trap and decide what you will and will not give to your work. This may mean accepting some career tradeoffs, but unless you set the limits your body will do it for you over time. It is better to make the choices yourself. 2) Seek work only you can do. We are all gifted at some things, and you get two benefits from focusing on your gifts. First, you can stay ahead of others with less effort. Second, it is more fun to do things that come easily. 3) Choose companies and bosses wisely. Some leaders push you into the trap, some leaders try to keep you out of it. Seek those that keep you out. 4) Work for yourself. If you can be your own boss you can escape the corporate side of profit maximization, or at least have it under your control. 5) Redefine success. There is nothing wrong with wanting pay, promotions, influence, etc. But if the cost gets too high, remember that plenty of people are happy without corporate success. My own path was to climb the ladder, make the money, and then step off. I sacrificed many good years to work and high stress in order to get a set of years without it. A good trade? Time will tell. Readers, what are some other ways to escape the trap?

In toxic work cultures, burnout is normalized. 10 years from now, the only people who will remember you worked late is your family. Burnout is dangerous because it steals the energy you need for tomorrow, to get through today. You're draining your future self to power your current self. Burnout sacrifices your well-being for short-term gains. It happens when you work too hard for too long without taking care of yourself. Burnout happens when you're physically and emotionally exhausted. You might feel: 1. Sad for no reason 2. Tired all the time 3. Frustrated easily 4. Not excited 5. Anxious 10 Rules for Avoiding Burnout and Protecting Your Focus: 1) Learn to Say "No": Don't overextend yourself – know your limits and politely decline additional tasks. Set clear limits on your work hours and stick to them. Don't let work take over your life. 2) Use Your Time Off Use your vacation days and sick days when you need them. They're there for a reason! Taking time off can help you return to work feeling refreshed and ready to go. 3) Practice Time Management: Effective time management is key to preventing burnout. Prioritize your tasks based on their urgency and importance, and use tools like calendars and to-do lists to stay organized. Avoid multitasking, as it can lead to decreased productivity and increased stress levels. 4) Practice Relaxation Techniques Relaxation techniques like deep breathing, meditation, and yoga can help reduce stress. Find a technique that works for you and make it a regular part of your routine. 5) Embrace a Growth Mindset: A growth mindset will help you view challenges as opportunities for growth, rather than sources of stress. 6) Take Regular Breaks: A short walk, quick stretch, power nap, or meditation can make a big difference. Your brain needs these little rest periods to stay sharp. 7) Get Quality Sleep: Aim for 7-9 hours of restful sleep each night. Recharge your mind, body and soul. 8) Eat Healthier: What you eat affects how you feel. Fuel your body with nutritious and healthy foods. 9) Stay Active: Regular exercise boosts energy levels and improves mood. 10) Relax and Unwind: Make time for hobbies, meditation, or other stress-relieving activities. ♻️ Too many people suffer with burnout, help them by sharing this!

Fascinating results were released recently. In 2019, Iceland launched a bold experiment: the 4-day workweek: 📉 36 hours instead of 40 💰 No reduction in pay 👥 2,500 workers across diverse industries 🧪 Real-life trials over 4 years Fast-forward to today: Nearly 90% of Iceland's workforce now benefits from reduced hours. And the recent results are stricking: - Productivity remained the same—or improved. - Workers felt less stressed, more energized. - Job satisfaction and engagement soared. - Gender balance improved: men took on more family duties, women pursued full-time roles. - No negative impact on service quality or deadlines. What made it work? It was method: ✅ Tight collaboration between workers and employers ✅ Focused redesign of workflows—fewer meetings, less micromanagement ✅ Clear priorities, empowered teams ✅ Measurement, feedback, iteration This wasn’t just a workplace shift. It was a mindset shift. 💥 So, what can we learn? - Time ≠ productivity. Focus, energy, and clarity matter more than clocking hours. - Shorter weeks force better design: You eliminate waste by necessity. - People-first cultures outperform: When humans thrive, business thrives. - It’s not about working less—it’s about working better. 🔍 My take? We’re entering the age of Agentic AI. AI can now take on tasks, decisions, even manage workflows. We keep talking about AI, automation, and working smarter. But isn’t this exactly what working smarter looks like? That’s not a threat to human work. That’s an opportunity to redesign it. If machines are taking over the repetitive stuff, shouldn’t we reclaim time to think, rest, create? I believe the future of work isn’t just about AI tools. It’s about human rhythms. Energy. Attention. Balance. The Iceland model is a mirror. It shows what happens when we stop obsessing over presence… and start optimizing for purpose. So here’s my question: Is the 4-day workweek the logical next step in the age of AI? Or is it a luxury that only a few countries can afford? 👇 Let’s discuss. #FutureOfWork #4DayWeek #AIandHumans #AgenticAI #Leadership #HumanCentered #ReinventWork #Irreplaceable

I can’t stand the term “work-life balance.” It sets you up for failure by suggesting there’s some perfect 50-50 split between your personal and professional life. That’s just not realistic—and frankly, not even desirable. Instead, I prefer the idea of *work-life prioritization*. There will be days, weeks, even years when work takes center stage. At other times, family and personal life will be the priority. Trying to maintain a rigid, equal balance only adds unnecessary stress and guilt because, in reality, life’s priorities are constantly shifting. Here’s the catch though: you need to create *space* to even have the option to prioritize. Most people don’t, unintentionally allowing work to take over. It’s easy to get lost in work—there’s always an urgent task, someone who needs you, and fires to put out. To counter this, I think about my personal “menu” of options to create space for prioritization. I pick and choose from this menu as needed, depending on the moment. Here are a few of my go-tos: - Set working hours: I clock out at 6pm to spend two hours with my kids. This is non-negotiable.    - Gym time: I’ve sacrificed my physical health in the past to squeeze in more work, which led to a dark and unhealthy place. Now, the gym is a top priority. - Lunch breaks: Admittedly, I’m terrible at this one since I often eat lunch in off-camera Zoom meetings. But I’ve seen others protect this time and it helps prevent daily burnout. - Travel expectations: For remote workers, it’s possible to negotiate travel expectations so you’re not away from family for extended periods. - Vacations: I take a week off every quarter, otherwise I know I will crash and burn because of how hot I run at work. It seems simple... yet so many of us don't do even these basics. And then we are ravaged by burn out and resentment. It's up to you to establish these boundaries. Your manager won't do it for you. So when will you start? More details on how to do this on my blog: https://lnkd.in/ePk3WRfg And thank you to my wonderful sponsor Sidebar 💙 #personalgrowth

Your title doesn’t make you a leader. How you treat your team does. Here’s how to build a healthy, thriving culture: 1. Listen actively. ↳ People want to feel heard. 2. Give clear, timely feedback. ↳ Don’t let issues simmer. Address them head-on and in the moment. 3. Encourage growth. ↳ Invest in your team’s future, and they’ll invest in you. 4. Recognize & celebrate effort. ↳ I can't stress this one enough: Wins, big or small, deserve acknowledgment. 5. Lead by example. ↳ Your actions speak louder than words. Set the standard you want others to follow. 6. Create psychological safety. ↳ Make mistakes a learning opportunity, not a punishment. Want to build real leadership? 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. Rest is a source of 𝗦𝗧𝗥𝗘𝗡𝗚𝗧𝗛. How are you prioritizing your team’s well-being this week? ___ ♻️ Spread the word if you’re committed to creating a healthier work environment. 🔔 Follow me, Hetali Mehta, for more practical tips on leadership and team success. Image Credit: Adam Grant

The 4 Day Work Week might be a key to unlocking peak performance. A program launched by Exos, a fitness and executive leadership coaching firm of 3,500 employees, increased effectiveness by 27% and reduced burnout by 34%. They shared results of their pilot program with Jena McGregor that they'd validated with Adam Grant and team at The Wharton School: 🔸 27 ppt increase in effectiveness: 91% of workers think their time is spent effectively vs 64% before the pilot. 🔸 34 ppt decrease in burnout: from 70% before the pilot to 36% after. Employees choose whether to use the time to catch up on work, personal needs or just time off. Basic rules: no meetings, no emailing each other. Maybe we should listen to people who coach athletes and executives for performance? “Organizations started realizing we can’t fix our workplace issues if I don’t fix my people,” says Exos Chief People Officer Greg Hill. “The idea is bringing recovery into the organization through flexibility.” 🔗 Read on for Jena's coverage, linked in comments, and make sure you subscribe to her Future of Work newsletter at Forbes! #4DayWorkWeek #Flexibility #FutureOfWork #Productivity #Burnout

When I was 30, I was a savage. 16-hour days, constant hustle, and no vacations and I don’t regret it one bit. But, now at 45, as a founder and parent of 3, I’ve traded grind for intentionality. Here’s how I balance work and life without sacrificing either: == 1) Skip alcohol and THC. I used alcohol to blow off steam after long days. I thought I deserved it. Now, avoiding those crutches has transformed how I sleep, wake up, and show up for my kids. 2) Sleep is a superpower. I’m in bed around 9:30pm and wake up around 530am. Better recovery leads to thinking clearer, leading better, and showing up fully. 3) Carve out personal space. I go for a 30-60 min run first thing. My biggest breakthrough thoughts come during my morning run. 4) Involve the kids. I used to compartmentalize “work” and “family.” Now, I bring my kids into what I’m doing whenever possible. Whether it’s having them sit on my lap during a podcast or showing them what Dad’s working on, it’s a way to connect and bring them into my world. 5) Outsource house chores. Mowing the lawn? Deep cleaning the house? This is like stepping over dollars to pick up dimes. I’m sure you enjoy it to a degree, but free yourself for what truly matters: family, health, and the work that moves the needle. 6) Use time blocks. I timebox everything—whether it’s deep work, family time, or even downtime. Setting alarms and blocking time on my calendar keeps me focused and prevents the day from running away from me. 7) Be ruthless about what matters. At 30, everything felt urgent. At 45, I know the difference between important and noise. For me, balance doesn’t mean doing everything—it means doing the right things. == The key is this: Seasons of life change. When you’re young, embrace the grind. Push your limits. Be unbalanced. But as life evolves, so should your approach. This is what works for me—what would you add to the list?

Are you frequently overwhelmed by worries, even about minor things? This could be a sign of anxiety. While anxiety is a common feeling involving unease, worry, or fear - particularly during periods of uncertainty, change, or high-stress situations - if not addressed, it can evolve to be pervasive. Anxiety can make it difficult to focus on our work and impact productivity and well-being. According to a study by Champion Health in the UK, 60% of employees experience some form of anxiety. This statistic is concerning, but what's more troubling is that many people suffer in silence, unaware or unwilling to acknowledge their struggles. Throughout my journey, I've encountered numerous moments where, in retrospect, anxiety was a silent battle for me. Externally, I appeared successful, but I was wrestling with persistent worries and self-doubt internally. Thankfully, with professional help and a supportive personal network, I've learned to manage these challenges better. My experiences have underscored the need to openly discuss anxiety and educate ourselves on coping mechanisms and support options. To get some practical insights and tips on this topic, I reached out to my friend Dana Berri. Dana is a licensed psychologist with expertise in applying Cognitive Behavioral Therapy (CBT) and Acceptance and Commitment Therapy (ACT) techniques. Here are 3 invaluable tips she shared on managing anxiety: 1. Befriend your anxiety and allow it to be: Contrary to the common advice we often hear telling us ‘not to worry’, a positive approach for managing anxiety involves intentionally allowing ourselves to explore these worries and letting the worry run its course. Ask yourself: ↳What am I thinking about right now? ↳On a scale of 1-10, how stressful do I feel? ↳Explore the worst-case and best-case scenarios and their probability. 2. Reframe your thoughts: Once you have identified these negative thoughts, try transforming them into more positive or constructive ones. E.g. ‘I will never be good at this’ to ‘This may be challenging now, but with practice, I can improve my skills over time.’ 3. Lean on problem-solving: Apply a problem-solving approach once you've identified and reframed negative thoughts. 1. Identify the Concern: ‘What's the specific concern that's causing anxiety?’ 2. Ask the Right Questions and focus on what’s helpful rather than what is right or wrong: Instead of dwelling on the worst-case scenario, redirect your focus. E.g. ‘What aspects of this situation are within my control?, is this thought helping me get what I want?’ 3. Set Realistic Goals: E.g. If you're anxious about an upcoming presentation, dedicate specific time to preparation. 4. Consider the Variables: Determine which variables you can influence and take action. E.g. You can’t control your manager’s mood, but you can plan to leave home early to avoid peak traffic. PS: Approach your feelings with kindness and curiosity. Image Credit: 6seconds.org

A terrible manager is not a bad apple. They are a canary in the coal mine signaling that there’s too much stress and fear in the environment. Likewise, a problem employee is not a bad apple or a terrible person who somehow wandered into your organization. They are a canary in the coal mine showing us that there is too much fear in the environment. Both problems spring from the same root cause. More fear in the culture will yield more bad managers and all the problems poor management brings – low engagement, absenteeism, discontent, slowdowns, resignations and accidents. Too much fear in the culture will also lead to a higher level of disciplinary infractions and employee problems that an undiscerning manager or HR leader will attribute to individual employees and their personalities, rather than the environment. Of course, the more fear in the environment the more likely leaders and HR people will be to blame employees for everything that goes wrong. That’s why I so often hear from HR leaders who say, “I just started as HR manager in this company and I already have three managers who want to see me about writing employees up. It’s a normal, daily occurrence here. They don’t realize that writing people up is not leadership. They don’t realize that they wouldn’t have to write all these people up if they solved the problems in the culture that I am becoming aware of day by day.” Culture is everything. It impacts every result of the organization and every employee who works in it. Leaders broadcast their misunderstanding of what culture is when they tell the media or their own teams, “We need everyone in the office five days a week for our culture.” The truth is that they need everyone in the office five days a week to assuage their insecurity. Culture is what results from the environment leaders create. They do not control the culture directly. They do not get to say what culture is. Every employee knows what culture is – it’s how they feel when they think about going to work on Monday morning. It’s how they feel when they walk into work or log on to start working. It’s how they feel during the work day and after work. No one can tell employees what culture is, because they live it. It affects their health and well-being. It affects their relationships. It affects their self-esteem. Keep this in mind: there would be no brutal managers if we did not have organizations that hire them, train them, supervise them, promote them and reinforce their behavior. It’s the culture. It’s the culture. It’s always the culture.

All is not well in fully-remote OR fully in-office work. While new Gallup research reveals that fully remote workers are more engaged than even hybrid workers (and fully on-site workers are the least engaged - a slap in the face of RTO), they aren't thriving the most - hybrid workers are. It's perhaps no surprise (to all but some CEO's and managers) that fully on-site workers are thriving the least. Interestingly, hybrid workers experience the most stress (just a hair more than fully remote), and disturbingly, fully remote workers are more likely to experience anger, sadness, and loneliness - by a decent margin. Gallup believes that physical distance can create mental distance and that work becomes "just work" without deeper connections with coworkers that can be more easily formed from spending time together in person. They also think that it's the autonomy that comes with remote work which can create stress and lead to the negative emotions mentioned above. I think these are very interesting findings, and I would like to believe that most companies would take the time to reflect on them and take appropriate action. Here's what I think companies can do: 1. Address the emotional well-being of remote workers with regular check-ins, mental health resources, and virtual social activities to combat isolation. 2. Optimize hybrid work environments by creating create clear boundaries between work and home life, help their workers manage workloads effectively, and ensure hybrid workers aren't overcompensating with longer hours. 3. Explore the advantages of remote work, seek to understand what drives the higher engagement and apply these lessons across all work arrangements. 4. Given that each work arrangement faces different challenges, develop tailored well-being strategies for each work type. A one-size-fits-all approach isn't the way to go. 5. Ensure that remote workers have career development opportunities, opportunities to develop meaningful social connections, and achieve work-life balance to close the thriving gap. 6. For companies that are (or are considering moving to) fully in-office work, reconsider hybrid and/or remote work for the clear benefits. I know - wishful thinking, especially for #6. Here's the full Gallup report: https://lnkd.in/ezQB4K5q #WellBeing #EmployeeEngagement #WorkLifeBalance #FutureOfWork #RTO