Work-life balance has become a top priority for workers in 2025–even more than salary in some cases. But why does it feel so difficult to maintain? Partly because no one agrees on what it means. There’s no consensus among experts on how to define work life-balance. Many pundits consider the term “work-life balance” a dinosaur of the 1990s, calling it a myth and impossible to attain, and there is a movement afoot in this country to deconstruct it. But recently, two experts have made a cogent distinction.
Work-Life Balance: What’s Out Of Whack?
Chances are your career goals are the same as most of your colleagues: to achieve and maintain a balanced, successful and stress-free work life. But the big question is how to get there. Achieving balance is sometimes a tight wire act because no one agrees what it means. What’s out of whack isn’t your work-life balance but the confusion on how to describe it.
Many interpret “work-life balance” to mean “perfect balance” or “equal balance” in which each quadrant (work, play, relationships and self) must be perfectly balanced. Major corporations have batted around the buzz phrase “work-life integration.” Jeff Bezos, for example, advised Amazon employees to stop aiming for work-life balance because it implies a trade off between the two.
But what does “integration” mean? According to those who resist the term “integration,” it implies 24/7 connectivity. Organizations that routinely provide free electronic devices to employees have been accused of sending the message that employees must be on call. And some critics have suggested that wireless devices force employees to stay connected to their jobs when they’re trying to disconnect.
As the line between work and personal time continues to evaporate, especially with more employees working from home, both terms “work-life balance” and “work-life integration” have become old fashioned.
How To Define Your Personal Work-Life Balance
Workplace psychologists Katina Sawyer and Patricia Grabarek–authors of Leading for Wellness: How to Create a Team Culture Where Everyone Thrives–have been studying workplace wellness for more than a decade.
According to Sawyer, “Work-life balance is one of the most talked-about workplace topics—but also one of the most misunderstood. Many people assume it means a perfect 50/50 split between work and personal life, but in reality, balance isn’t about the hours—it’s about how you feel.”
Now, the authors are setting the record straight. Through their research on workplace wellness and performance, they’ve identified four common misconceptions about work-life balance—and how to rethink the idea of balance for a healthier, more sustainable approach.
1- Balance is defined by you. Forget the rigid definitions; it’s about what feels right for you, the authors contend. “One of the biggest mistakes people make is assuming there’s a one-size-fits-all formula for work-life balance,” Grabarek explains. “That’s simply not true. Balance isn’t about rigid structures—it’s about what makes you feel in balance.”
She says a key understanding is whether you’re a segmenter or an integrator, describing a segmenter as a worker who prefers clear boundaries between work and personal life—clocking out at a set time, keeping work emails separate and mentally detaching from their job after hours.
In contrast, an integrator blends work and personal life, checking emails at night, taking personal calls during work hours and weaving both aspects of life together fluidly. “Neither approach is better—what matters is recognizing which category you fall into and designing your work-life balance accordingly,” Sawyer points out.
2- Balance is ever-changing. “Many workers assume that once they ‘figure out’ their work-life balance, they’re set for life,” Grabarek notes. “But in reality, balance is fluid.” She continues that balance that felt right when you were 22 and single may feel completely off when you’re 35 with three kids. “What worked when you were building your career might need to shift when you’re prioritizing personal well-being,” she states. “Even on a day-to-day level, balance might look different depending on deadlines, family needs or personal goals.”
Because of this, Sawyer argues, it’s critical to reassess what balance means for you—yearly, monthly or even weekly. “Employees should regularly reflect on what balance means for them and adjust accordingly,” she says. “Employers should recognize that work-life balance isn’t static and allow employees to adjust their schedules and expectations as their needs evolve.”
3- Achieving balance requires self-reflection. The authors stress the importance of pinpointing what makes you feel balanced and prioritize it. Sawyer asserts that many employees feel frustrated with their work-life balance but don’t take the time to figure out why. She suggests that if you’re struggling, pause and reflect on the times you’ve felt most in sync and then work backward to build habits that support those moments. She shares three questions to guide you through the process:
- Do you feel balanced when you leave work on time?
- Does a morning workout set the tone for your day?
- Do you need quiet time in the evening to recharge?
Sawyer mentions that if you’re a segmenter, you might feel most balanced when you fully disconnect from work after hours. But if you’re an integrator, trying to force those boundaries might feel restrictive rather than helpful.
4. Your balance isn’t someone else’s balance. Sawyer emphasizes that there’s no right or wrong way to define balance—it’s entirely personal. An entrepreneur’s balance won’t look the same as a new dad’s, and that’s okay. “That’s why it’s critical not to make assumptions about what someone else needs—but to ask them directly.”
Grabarek agrees. “One of the most common mistakes people make is comparing their version of balance to someone else’s,” she adds. “A startup founder might thrive on long workweeks and high-intensity projects. A new dad might need to step back from work commitments to focus on family. A remote worker might find balance in asynchronous schedules, while an office worker needs clear work-life separation.”
A Final Takeaway On Work-Life Balance
Grabarek suggests that you remember work-life balance isn’t about following a rigid set of rules. “It’s about figuring out what truly makes you feel energized, focused and fulfilled,” she clarifies. “By defining balance on your own terms, reassessing it regularly and focusing on what works for you (not someone else), you can create a sustainable approach that supports both personal well-being and professional success.”
Grabarek declares how important it is for business leaders to understand when advocating for a positive team culture that there is no external ideal. And Sawyer underscores that employers should avoid cookie-cutter policies and offer flexible, adaptable approaches that respect individual needs.
“Our research also shows that when leaders protect their own boundaries, their team follows suit,” Sawyer concludes. “Bosses are work-life balance role models, and if they don’t show employees they can maintain their own boundaries, employees will become boundary breakers themselves.”