When a Job Seeker Wants ‘Better’ Work-Life Balance

The term gets used frequently. Surveys find employees and job seekers want it, and companies are rated based on it.

But what is “work-life balance”? Moreover, what does a job seeker mean by the term “better work-life balance”?

More than Words

Seeking better work-life balance is a popular reason for changing jobs. In fact, a 2015 survey of HR managers, who have access to employee exit information, finds the top reason employees switch jobs is for “better work-life balance.”
The quest for work-life balance is something U.S. workers have in common with their counterparts across the pond.
In 2015, research and consulting firm Gallup asked employees to indicate how important certain attributes are when considering whether to take a job with a different organization. Employees place the greatest importance on a role and organization that offer them “the ability to do what they do best”; followed by “greater work-life balance and better personal well-being.”
Indeed, more than half of employees, 53 percent, say that a role that allows them to have greater work-life balance and better personal well-being is “very important” to them.
However, as Gallup notes in its report, State of the American Workplace, “work-life balance has various meanings that often include tactical and philosophical components for employees.”
In other words, work-life balance means different things to different people.

Elements of Balance

Say “work-life balance,” and flextime and working remotely usually come to mind. Yet, while people want to be able to adjust their work hours to accommodate other aspects of their lives and work remotely, at least occasionally, there are other factors that impact work-life balance.
The expectations companies have regarding employee availability is a major concern, and an impediment to balance. Technology allows for ongoing connectivity—and employers expect the connection to remain unbroken. At least that’s the perception employees have. When they are on their own time, whether in the evenings, on weekends or on vacation, employees feel obligated to respond to emails and follow up on work-related matters. Companies that establish and maintain boundaries, and managers who lead by example, help alleviate pressure.
Health and well-being are also factors with regard to balance. People who don’t have a regular exercise routine, for example, tend to lament the lack of available time. Companies that offer onsite fitness, gym memberships, and other wellness programs encourage healthy lifestyles, which contribute to better balance.
Time spent commuting also has the potential to impact work-life balance. The average American spends almost 53 minutes per day in total commuting to and from work, according to the U.S. Census Bureau. This equates to nearly 4.5 hours per week. And that’s on average. It’s not unusual for people to spend close to four hours per day commuting. For these people, better work-life balance might mean part-time remote work, flextime that will allow them to avoid peak traffic or a job closer to home.

Different Strokes

But don’t make assumptions. There are people who value their commute time; they say they read on the train and catch up on correspondence. Similarly, in neighborhoods across America, you’ll find people jogging at 6 o’clock, before they get ready for their morning commute to work.
Nevertheless, people want work-life balance, and better work-life balance at that. What an individual job seeker wants, however, depends on his or her lifestyle, goals, and personal/family commitments.
How does a recruiter or hiring manager know if there is a match between company offerings and what the person seeks?
Make work-life balance part of the conversation. “You say you’re leaving your current job for ‘better work-life balance.’ What does that mean to you?”

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.