Today, people prioritise the life they want first. And then focus on finding the right job / organisation that fits into that aspiration and supports it: Work-life balance however implies an opposition of both aspects. Learn the essentials and differences of both paradigms.

Work-Life Balance has evolved to Work-Life Integration

Constantly in use, we reiterate the importance of work-life balance. The term embraces a concept that looks at work as one part, and personal experience, interests and social contacts as the other part of the equation. The aim is an even distribution to ensure that life at work does not make a too heavy load on outside-work-life. So far so good.


The way we look at life has changed

The term “work-life balance” came initially into use in the 1970s by the Baby Boomers, who aimed at achieving a more meaningful balance between their career and other areas of their lives.

Remote work and other trends have resulted in the X-Generation to be even more adamant in highlighting the importance of their private life.

With the Millennial workers, born between 1981 and 1996, increasing in professional ranks – by 2025, 75% of workers are projected to be from the Millennial generation – the more traditional approach of finding a job and then building life around it has fundamentally changed: People prioritise the life they want first. And then focus on finding the right job / organisation that blends into and supports it: Work-life balance however implies an opposition of both aspects.


When work does no longer feel like work  

Work Life Integration can be seen as the natural evolution, where work and life purpose are merged and where people strive to create the life they want. This newer term sees work as crucial element of the overarching life goals.

Choose a Job You Love and You Never Have to Work a Day in Your Life (Confucius)

Confucius said it rightly, focusing on the idea of integrating or blending helps employees identify what is important to them and their life and then engineer their unique career paths around it. Under that term, work no longer limits employees from doing the things they really want to do – like spending time away from family and friends or travelling. 

Organisations that want to attract the right talent need to provide meaningful work and environment to generations of workers

Well-being management positively impacts your image and attractiveness as an employer as proven by WHM (Work Health Management) effectiveness model from Health Promotion Switzerland. Undoubtedly, successful organisations not only meet the needs of their customers, but also those of their employees, who are looking for fulfilment in their job and life. 


What you can do

Meeting the evolving needs and expectations of your employees is challenging. We at Caring Routes can assist you in positioning your organisation to better embrace the idea of work-life integration within your organisation and individual employees.

You want to know more or just exchange on this topic? Happy to speak to you and get your opinion! 

Caring Routes is determined to give SME organizations access to holistic and individualised Well-Being management and get better results.

We offer you a pragmatic approach: you can fill in this Company Health Check and you will get a free report stating where you stand in the level of well-being management and the level of stress prevention of your employees.

  • You can empower your employees to act on their well-being by giving them access to our multidisciplinary coaching platform
  • You can ask us for a free intake on which we will set up for you a pragmatic and step-by-step well-being strategy.

Do you want happier customers and better results through engaged employees? Work with us!


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