Workplace wellbeing: Positive outcomes for employees and entrepreneurs are achieved by NOT working outside work hours
- May 13
- 4 min read
This is a research story reprint originally published in McGraw Hill’s “The Manager's Digest: Essential Reads for Leader”.
Numerous scientific studies have demonstrated that when people take time
to recover from work, they experience not only increased overall wellbeing, but also
improved job performance, “good citizen behavior” towards co-workers, and
engagement.1
In fact, famous business leaders such as Arianna Huffington, the co-founder of the
Huffington Post and founder/CEO of Thrive Global, have advocated for the importance
of recovery and wellbeing as a strategy for success and called the 24/7 work-mentality a
recipe for burnout.2 Even some countries such as Portugal and France have recognized
the need for recovery from work and have promoted laws that forbid contacting
employees outside of work hours.3
What is recovery from work?
The term “recovery” in a business context refers to individuals recouping from the
strains of their jobs. When someone is recovering from work, that person is using time
outside of working hours to unwind and restore energy.4 Recovering can vary in
duration and location. It can range from a respite (i.e., going on a 2-week vacation to
Italy), to a leisurely evening at home after work (i.e., watching a favorite Netflix show), to
a microbreak (e.g., napping during the workday for 20 minutes).
Ben & Jerry’s reportedly encourages employee onsite naps, Patagonia posts surf
reports to promote mid-day surfing breaks, and Reddit gives employees an allowance
for fun experiences such as vacations or concerts.5 In addition to company practices in
the business world, management researchers have performed scientific studies about
the topic and typically look at it in two ways.
What are recovery activities and experiences?
The first approach is to look at the activities that individuals can pursue when they are
not working. These activities have two types, namely low-duty and high-duty activities.
[6] Low-duty ones include reading a favorite romance novel, working on the car in the
garage for fun, or doing an on-demand Pilates workout. High-duty activities are ones
such as attending a friend’s birthday party or doing the evening routine with the kids.
Typically, low-duty activities are more conducive to recovering from work.7
The second approach is to think about what is going on in people’s minds during
recovery (i.e., the psychological states of individuals while recovering). Researchers
have identified four categories.8 First, relaxation is about experiencing a feeling of calm
and an escape from the overwhelm of social or even intellectual demands. Examples
are a hike in nature with the family or resting on the couch listening to classical music.
Second, detachment is not thinking about work. It sounds easier said than done! Truly
detaching means physically and psychologically distancing oneself from work and not
even replying to a quick email. Third, mastery means growth. Individuals may learn a
new song on the guitar or how to cook a fun Paleo recipe.
Lastly, control is having the autonomy to decide one’s own schedule. This can include
planning a weekend tennis match with friends when it’s convenient and choosing to not
attend optional work training. People tend to like certain activities, and this can even
change day to day; experiences can be pursued simultaneously, so there is not a one
size fits all.
Why do those who need to recover from work the most not do it?
It might seem like recovery is for those who do not enjoy their jobs and need a break.
This is false! Those who experience high job stressors and would benefit from recovery
are often the least likely to recover; this is called the “recovery paradox”.9 For instance,
healthcare workers during the COVID-19 pandemic may have found their jobs
meaningful but it was also impossible to rest. They reported severe burnout, anxiety,
and depression, and many ended up quitting their jobs.10 Entrepreneurs are also
frequently challenged with the recovery paradox. The nature of the job is uncertain. In
addition, although entrepreneurs enjoy autonomy, the strong personal identification
makes it even more difficult to just stop working and make time to rest.11 Some
founders may find themselves up still at 4 AM working on a business plan or going
weeks and weeks without a break. This is not sustainable!
In conclusion, it is important to recognize that recovery is needed for lasting success.
Even those who love their jobs need to rest.
Endnotes
[1] Sonnentag et al. (2022)
[2] Baer (2014)
[3] Robinson (2022)
[4] Sonnentag et al. (2017)
[5] Phelps (2019)
[6] Sonnentag (2001)
[7] Sonnentag (2001)
[8] Sonnentag & Fritz (2007)
[9] Sonnentag (2018)
[10] Ollove (2022)
[11] Williamson et al. (2021)
References
Baer, D. (2014). Arianna Huffington Explains Why You Need More Than Money And
Power To Be Successful. Business Insider. Retrieved from https://
Ollove, M. (2022). Health Worker Shortage Forces States to Scramble. Pew Research.
2022/03/25/health-worker-shortage-forces-states-to-scramble.
Phelps, S. (2019). Google, Ben & Jerry's, Cisco And Zappos Show How Napping Is One
Way To Health And Happiness At Work. Forbes. Retrieved from https://www.forbes.com/
sites/stanphelps/2019/09/18/google-ben-jerrys-cisco-and-zappos-show-how-napping-is-
one-way-to-health-and-happiness-at-work/?sh=783158bd2110.
Robinson, B. (2022). It’s Becoming Illegal If Employers Contact Employees After Work,
New Research Shows. Forbes. Retrieved from https://www.forbes.com/sites/
bryanrobinson/2022/03/01/its-becoming-illegal-if-employers-contact-employees-after-
work-new-research-shows/?sh=1f892f2b568a.
Sonnentag, S. (2001). Work, recovery activities, and individual well-being: A diary study.
Journal of Occupational Health Psychology. 6:196–210
Sonnentag, S. (2018). The recovery paradox: Portraying the complex interplay between
job stressors, lack of recovery, and poor well-being. Research in Organizational
Behavior, 38, 169-185.
Sonnentag, S., Cheng, B. H., & Parker, S. L. (2022). Recovery from work: Advancing
the field toward the future. Annual Review of Organizational Psychology and
Organizational Behavior, 9, 33-60.
Sonnentag, S., Venz, L., & Casper, A. (2017). Advances in recovery research: What
have we learned? What should be done next? Journal of Occupational Health
Psychology, 22(3), 365.
Williamson, A. J., Gish, J. J., & Stephan, U. (2021). Let’s focus on solutions to
entrepreneurial ill-being! Recovery interventions to enhance entrepreneurial well-
being. Entrepreneurship Theory and Practice, 45(6), 1307-1338.
Author: Dr. Réka Anna Lassu
Dr. Réka Anna Lassu is an Assistant Professor of Organizational Behavior at
Pepperdine University. She researches employee wellbeing and leadership. Réka
earned her Ph.D. at the University of Central Florida. Visit www.rekaannalassu.com for
more info.
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