November 22, 2023

How to Promote Great Work-Life Balance for your Employees

As an HR leader at your organization, you want to do more than monitor productivity and manage time-off requests. HR professionals have increasing responsibilities – which includes promoting a great work-life balance for your employees.

But work-life balance is more than a buzz-word, and ensuring that it’s part of your office culture brings tangible results like better recruitment, increased motivation and productivity, and important benefits to your employees. Read on to find out how to promote work-life balance – and why it helps make your organization a better place to work!

What is Work-Life Balance?

What is work-life balance? Qualtrics defines work-life balance as “the minimization of work-related stress, and the establishing of a stable and sustainable way to work while maintaining health and general well-being.”

This equilibrium doesn’t look the same for all of your employees and some may have a harder time finding it compared to others – particularly with the increasing flexibility in the work environment.

Why is Work-Life Balance Important?

In general, we know that there is more to life than just working the years away. But as an HR professional, why is work-life balance important within your organization?

Work-Life Balance Drives Recruitment

According to the Muse 2023 User Survey, 70% of all respondents recognized work-life balance as an important factor when evaluating if a new company could be a good fit for them. It was the most frequently reported – outranking compensation, learning and growth opportunities, and office culture.

As a human resources hero, you’ll want to be sure that you’re promoting a positive work-life balance within your organization and have concrete actions toward this goal to share with potential new hires. The workforce is interested in more than compensation and benefits – it’s your job to show them where your organization excels in other areas!

Checkwriters’ Human Resources Manager, Felicia Corbeil, shares that “when speaking with prospective employees, work-life balance is usually the first thing people ask about – before compensation. That’s if they even ask about compensation during the first interview!”

Work-Life Balance Helps with Motivation and Productivity

Did you know that a poor work-life balance is often cited as leading to burnout? This can snowball into loss of motivation and decreases in productivity – even leading to employees departing the organization. When employees experience prolonged periods of emotional, physical, or mental stress, it’s difficult to keep up with everyday job responsibilities.

And there are numbers to back this up! Gympass’ State of Work-Life Wellness 2024 report found that 95% of workers say their emotional wellness impacts their productivity. This was closely followed by 93% reporting their productivity is impacted by their physical wellbeing.

It makes sense, therefore, that “employees that feel comfortable in their jobs and have an effective work-life balance are proud to work for their companies.” 

How to Promote and Prioritize Work-Life Balance

Now that we know work-life balance is important and comes with legitimate benefits for your organization, how can you promote this culture within your organization? It starts by providing resources for both work and personal matters, like workload management, benefits that promote a work-life balance, and acknowledgment of employee health considerations.

Support Workload Management

Great managers prioritize frequent check-ins with their employees to assess how they’re managing responsibilities and gauge the overall job satisfaction level.

This needs to be more than an annual performance review – but it also doesn’t need to be formal. Take time to stop by your employee’s desk or occasionally call or chat with your WFH employees; this also helps to develop a relationship, which aids in retention efforts and job satisfaction. Employees with a stronger connection to management are more likely to be open and honest about how they’re managing their job duties.

In addition, temporarily taking on some extra work to help out your staff can help prevent them from falling behind also build loyalty within your department and organization.

Offer Health Benefits and Incentives

A crucial part of work-life balance is maintaining health and wellness, because burnout can be harmful to employee physical and mental health. The National Institute for Occupational Safety and Health notes that “when stressful situations go unresolved, the body is kept in a constant state of activation,” which ultimately results in fatigue or damage (aka burnout!).

There are creative ways to promote health and wellness for both your in-office and WFH employees – and you don’t need to have private athletic facilities to make this happen! Alternative benefits include health stipends provided to employees that can be utilized for things such as gym memberships. Keeping your employees happy and healthy will ultimately lead to a more motivated and productive company.

Maintain Flexibility for Scheduling and Breaks

Where possible and practical, providing employees with some flexibility in schedules and breaks can be a positive cultural benefit. Everyone has their own routine, and every company has their own culture and mission, so this may mean shorter, more frequent breaks for some or longer sporadic ones for others depending on your environment. For example, hybrid workplaces can have policies in place to ensure that in-office employees have equal opportunity for flexibility as their WFH colleagues.

Ensure Vacation Stays Vacation

Additionally, encouraging employees to take advantage of their banked time off can go a long way. With the increase in technology and WFH access, many employees feel the need to check-in on work while they are on vacation.

An HR Dive survey found that 56% of employees “did anything from occasionally checking email to joining meetings or working on tasks” while on vacation. Of those who stay connected, 95% of employees do so because they’re afraid of falling behind or missing something important at work.  Where appropriate, managers can assure their staff that this isn’t necessary.

Define and Stick to Boundaries

It’s tempting for WFH employees to get sucked into working extra hours to finish a task or project, but this may lead to that blurred line between work and home. Suddenly, an extra 15 minutes responding to emails turns into an hours-long project that goes into the late evening. These types of employees may benefit from a discussion about time management and prioritization. Whatever it may be, help to find a solution that is mutually beneficial and doesn’t lead to bad habits.

Also remember that employees look to managers for example, and that your working style and priorities set the tone for the department and/or the entire organization. When considering a positive work-life balance for your team, be sure to model that balance in your own role. Even scheduling emails to be sent during working hours rather than at midnight protects your staff from the temptation to constantly check-in or respond outside of normal working hours.


Promoting and prioritizing work-life balance benefits everyone within your organization, and there’s ample research to back this up! Better recruitment, motivation, and productivity will flow from a positive work-life culture. You can achieve this in many ways like managing employee workloads, offering creative benefits and incentives, and by considering schedules, breaks, and vacations. And, don’t forget to provide the same benefits to yourself!

By Jamie Galovich
Marketing Associate
Jamie joined Checkwriters in April 2023 and is responsible for assisting with internal marketing campaigns, conference management, and content creation for the Checkwriters social platforms. Before joining Checkwriters, Jamie graduated with a Bachelor of Science in Marketing and is currently pursuing her Master of Business Administration, both at the University of Connecticut.

Go back

How to Optimize Your Employee Onboarding Experience

You always want to make a great first impression, and why should welcoming new employees to your organization be any different?

In the past, employee onboarding meant sitting at a conference table for several hours and filling out reams of tedious paperwork. This process makes for a less than impressive welcome for your new hire, and creates extra work for you and your team.

Now, there are so many exciting technology tools available to make the process easy and engaging for both you and your new hires. There’s no excuse to burden new employees with a boring, monotonous process when you have the opportunity to provide an exciting and streamlined onboarding experience.

In this article, we’ll review how you can optimize your employee onboarding experience by following the well-known “four Cs of onboarding.” This will ultimately benefit your organization – and your new employees!

What is Employee Onboarding?

Employee onboarding is the process by which a new employee is both set up and welcomed into an organization. This includes formal things like paperwork but also informal things that help integrate the new employee into the culture, like lunches with colleagues during their first week on the job.

According to Forbes, “Onboarding can make or break a new employee’s experience with your organization; it is, after all, the first glimpse they receive into how your company operates and treats its staff.”

Remember, employee onboarding is the crucial first impression, and an effective onboarding process can assure the new employee that they’ve made the right decision in taking on their new role.

The Four Cs of Onboarding

The Society for Human Resource Management Foundation’s Effective Practice Guidelines Series defines the “four Cs” that serve as building blocks for successful new-hire orientation. The degree to which each of these building blocks is leveraged determines the success of the overall onboarding strategy within an organization.

You can use the four Cs as building blocks in your effort to create and optimize the employee onboarding experience at your organization.

The First “C” of Onboarding: Compliance

Compliance is the first hurdle in the onboarding process, and no matter what you do, your onboarding experience won’t be exciting and engaging for long if it’s in violation of labor laws.

The mandatory housekeeping items include completion of paperwork, such as the I-9 Employment Eligibility Verification form and W-4 form, and equipping the new hire with a workspace and necessary technology. While these tasks are essential, they can be burdensome to both the employee and your own team.

With an onboarding portal, all new hire documents are delivered to the employee in a digital format, where they can review, fill out, and sign from anywhere. This means a big part of the compliance burden is completed prior to their first day of work, reallocating that time to focus more on the employee experience.

You can also create a uniform checklist of all the tasks that need to be completed , such as setting up the new hire’s workspace or creating a building access card, and assign them to various internal team members.

The Second “C” of Onboarding: Clarification

The interview and hiring process can be overwhelming for candidates. Remember, they’re trying to make the best first impression too, while proving to you that they’re the best candidate for the job. Once they’ve secured the position and are preparing to take on their new role, clarification ensures that employees understand this new role inside and out and are ready to assume all the responsibilities that come with it.

For your part, be sure to provide new employees with a complete role description that includes duties, compensation, benefits, and more. Files like these can be easily uploaded into your onboarding portal as custom employment documents, also known as eDocs. You can even add signature lines and tracking to make sure the documents are viewed and signed. EDocs can also be accessed through the employee’s self-service portal for later reference.

The Third “C” of Onboarding: Culture

Culture refers to the new employee’s understanding of both formal and informal organizational norms. These include things like state labor laws, office policies, break room etiquette, and more.

By providing an automated onboarding experience, you have the opportunity to embed your organization’s culture throughout the process. Most onboarding portals allow for extensive customization to include video messages, photos and bios of company leaders, and of course the ability to ensure the portal reflects the “look and feel” of your brand.

According to research by Twingate,  65% of respondents report that working from home sometimes feels lonely. In the age of Work From Home (WFH), it’s more important than ever to find ways to make sure your remote employees – especially new ones – are still integrated into the organization’s culture and feel excited to be part of the team. A branded onboarding portal won’t do all of this for you, but it’s an excellent way to kick off the relationship and showcase your company through an accessible, digital experience.

You can also educate the new hire on the formal norms during this process, as they’ll be reviewing the “rules” within the portal by signing off on employment documents and reading through your employee handbook.

The Fourth “C” of Onboarding: Connection

The best and most loyal employees develop a connection to their organizations, and this begins during the onboarding process. Connection refers to the interpersonal relationships and informational networks that a new hire develops, as well as that “feeling” of being part of the organization’s mission.

In a study done by Harvard Business Review, it was determined “that new hires with a moderate number of strong relationships within their cohort reported greater job satisfaction four months after joining the company, received higher annual performance ratings from their direct supervisors, and were less likely to leave the company in their first three years.” So, ensuring that they are given ample opportunity to interact with their colleagues and form connections is the minimum organizations can do for new employees.

Even better – especially for those who regularly come into the office – is a formalized, scheduled interaction with various members of the team. For example, at Checkwriters we started “Lunch with a Leader” where department heads take new hires to lunch. We plan on launching a variation of this soon where employees will be updated on department initiatives while being treated to catered lunches in our headquarters’ café.

So, how does an automated onboarding experience help with this effort? Again, it’s about kicking the relationship off on the right foot and presenting your organization in a way that gets the new hire excited about the prospect of working with your team.

And of course, any tool you can leverage that limits the amount of time an employee spends filling out paperwork and reading policies – or at least makes that process more convenient – allows more time for these relationships to be established.


The four Cs of onboarding are a great foundation to use when developing a repeatable onboarding process: Compliance, Clarification, Culture, Connection. Incidentally, each of these can be enhanced when your organization customizes and deploys an onboarding portal.

While automating your company’s onboarding process won’t be enough by itself, it will ease a lot of the burdens that typify the process and instead allow for more time spent on the organic, enjoyable aspects that are so necessary during an employee’s first days on the job.

Disclaimer: The information contained herein is not intended to be construed as legal advice, nor should it be relied on as such. Employers should closely monitor the rules and regulations specific to their jurisdiction(s) and should seek advice from counsel relative to their rights and responsibilities.

By Jamie Galovich
Marketing Associate
Jamie joined Checkwriters in April 2023 and is responsible for assisting with internal marketing campaigns, conference management, and content creation for the Checkwriters social platforms. Before joining Checkwriters, Jamie graduated with a Bachelor of Science in Marketing and is currently pursuing her Master of Business Administration, both at the University of Connecticut.

Go back