Work-Life Balance
Helps understand where work encroaches on personal time and what prevents people from fully recovering.
- Sections
- 5
- Questions
- 14
- Who to ask
- A company employee whose work tasks, communications, or vacation boundaries may intrude on personal time.
answers hidden · summary from 5 responses
When to run it
Employees often work in the evenings, reply to messages on weekends, and cannot fully rest even on vacation. You want to measure the extent to which the boundaries between work and personal life are broken, and understand who triggers this rhythm—people or processes.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Overtime and workload manageability
- Shows how regularly work extends beyond the expected time frame and whether the workload can be renegotiated in time.
- Availability outside working hours
- Shows whether there is an explicit or implicit expectation to respond to work messages, calls, and tasks after the workday.
- Recovery and psychological detachment
- Shows whether the employee is able to stop carrying work in their mind and recover during personal time.
- Vacation disconnection
- Shows whether the employee can genuinely disconnect on vacation thanks to task handover, coverage, and clear exceptions.
- Boundary norms and manager support
- Shows how much rules on urgency, availability, and manager behavior make personal boundaries clear and respected.
What the questions look like
Below are real questions from this survey, one from each section.
-
I regularly have to do work tasks in the evening, on weekends, or during personal time in order to meet work expectations.
- What it checks
- Understand how often completing tasks requires time outside the expected workday and becomes a normal way of meeting work expectations.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What helps tasks usually fit within working hours?
-
After the workday, I usually check work chats, email, or tasks, even though I have no pre-agreed on-call duty.
- What it checks
- Understand how much the employee actually stays connected to work channels during personal time without a formal availability agreement.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What helps you comfortably avoid checking work channels after the workday?
-
After the workday, work tasks often stay on my mind because of unfinished business, unclear priorities, or the expectation of urgency.
- What it checks
- Understand whether the way work is organized prevents the employee from mentally closing out the workday: whether there are open tasks, unclear next steps, blurred priorities, or the expectation of an urgent return to work.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What helps you mentally close out the workday and not keep tasks on your mind?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will highlight pain points: the volume of uncontrolled overtime, the expectation to be available 24/7, the inability to psychologically detach from tasks, and the quality of rest. You will see where managers support healthy boundaries and where they break them themselves.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
Launch “Work-Life Balance” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.