Why ORGANIZATIONS Should Want Their People to Find their Worth Outside of Work

Why Organizations Should Want Their People to Find Worth Outside of Work

In today’s fast-paced world, it’s easy to see why so many people put all of their worth into their work. After all, many of us spend more waking hours working than doing anything else. But there’s something that I don't think is talked about enough: the consequences of relying solely on work to provide us with security, stability, fulfillment, and passion.

The truth is, having multiple sources of fulfillment in our lives not only benefits the individual—it’s also critical for organizations in preventing burnout and building a sustainable workforce.

The Problem with Placing All the Pressure on Work

I’ve had conversations with leaders in various industries who often feel overwhelmed by the pressure employees put on them to (seemingly) create all their happiness and fulfillment. These leaders express a sense of responsibility, but they also feel the weight of needing to provide not only financial stability but also emotional and personal fulfillment for their teams.

Let’s be clear—while companies absolutely have a responsibility to foster a positive work environment and support employee well-being, it's equally important for individuals to recognize that fulfillment and worth should come from various sources outside of work.

When employees depend on work to meet all of their emotional and psychological needs, it places immense pressure on both the individual and the organization. This creates a toxic cycle where work becomes the sole center of someone’s life, making it nearly impossible to “turn off” at the end of the day.

The Power of Multiple Sources of Fulfillment

Having multiple sources of fulfillment is crucial, especially during tough times. When work is the only source of self-worth and that work becomes stressful or overwhelming, it can feel like the entire foundation of your identity is crumbling.

On the other hand, when someone has other outlets—family, hobbies, volunteer work, or personal growth projects—they have more resilience to carry them through those difficult seasons.

Let me walk you through a bad example of this.

When I was in college, I worked in a research lab. I had pretty good work-life balance outside of school and my job. I assistant soccer coached, played intramural soccer, was a teaching assistant, etc. One day, my boss found out about this... and he wasn't happy.

He could not understand why I spent time on these things. He was baffled that I wasn’t fully dedicating myself to science. To him, anything I did outside of work was a waste of time, irrelevant to my career.

But here’s the thing: what I did outside of the lab wasn’t something he should have a say in. And more importantly, it was what kept me balanced and fulfilled. My activities outside of work had nothing to do with my job, and that’s how it should be.

But he's not alone in feeling this way. Some leaders agree with him, and that's where the problem lies.

I don't know if this is the case for all of these situations, but it seems to me that organizations sometimes feel threatened by employees who seek fulfillment outside of work.

In reality, though, it’s to their benefit in the long run. It might be tempting to push for all-consuming dedication in the short term, but that kind of approach is a fast track to burnout.

Why Organizations Should Support Worth Outside of Work

When employees have fulfilling lives outside of work, it’s a win-win for both the individual and the organization. Here’s why:

1. Prevents Burnout: Employees who rely solely on work for their sense of worth are more likely to experience burnout. When someone feels like they have nothing outside of work, they’ll struggle to shut off and recharge. This leads to stress, exhaustion, and eventually, decreased productivity. When employees have other outlets for joy and fulfillment, it’s easier to switch off, relax, and return to work refreshed.
2. Increased Productivity and Engagement: When people have diverse sources of fulfillment, they bring a well-rounded, energized perspective to their work. Engaged and balanced employees are more creative, more productive, and generally contribute more to the success of the organization.
3. Sustainability: For any company, having a burned-out workforce is not sustainable. You may squeeze out short-term gains by pushing your employees to give 110% at work, but you’ll lose them eventually. Supporting your employees’ lives outside of work makes it more likely that they’ll stick around for the long haul.
4. Better Work-Life Boundaries: Encouraging employees to “shut off” after work not only benefits their well-being, but it also creates clear boundaries between personal and professional life. By supporting this balance, organizations demonstrate that they value their employees as people, not just as workers. This leads to greater job satisfaction and loyalty.

What Organizations Can Do to Help

Organizations should actively encourage their employees to find fulfillment outside of work. This doesn’t mean shirking responsibilities in the office, but it does mean creating a culture that respects work-life balance.

Here’s how:

• Encourage Time Off: Ensure that employees feel supported in taking their full vacation time and setting boundaries around working after hours.
• Promote Flexibility: Offer flexible work schedules or remote work options so employees can manage their lives outside of work without guilt or fear of judgment.
• Model Healthy Boundaries: Leaders should model work-life balance themselves by not emailing after hours or expecting immediate responses outside of work hours. When leadership sets the tone, it’s easier for employees to follow suit.
• Provide Resources for Growth Outside of Work: Offer professional development opportunities that focus on personal growth, like wellness programs or classes in hobbies like painting, photography, or mindfulness.
• And - quite simple - Encourage your Employees Outside Pursuits: Organizations should also create a culture that celebrates employees’ passions outside of work. When employees feel like their lives are full and well-rounded, they’re more likely to bring their best selves to the office.

Organizations cannot—and should not—be the only source of fulfillment for their employees. While it’s important to create a healthy, supportive work environment, it’s equally essential for employees to find their worth outside of work. This balance will not only prevent burnout but will also allow organizations to foster more engaged, productive, and happy teams.

In the end, it’s in everyone’s best interest to encourage a healthy balance between work and life. When employees are fulfilled and valued in all areas of their lives, they’re better equipped to thrive—both at work and beyond.