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Do you think People need to give up the Work-Life Balance to Progress up the Corporate Ladder?


Answer :


Every employee has an ambition “to climb the corporate ladder” (Maxwell, 2016, p. 31). Although each worker seeks the professional ladder, this will depend on the positive intent and discipline to reach this desired level. Indisputably, successful individuals have to maintain a great principle to enhance them in reaching the top. According to Gera (2010), the employee needs to consider a combination of small actions and policies to make a difference. There are tips that works should practice to ascend the professional ladder. However, none of the practices compromises on the work-life balance. Notwithstanding, an individual needs to embrace many sacrifices to enhance career growth, but not work-life balance.

All career success experts have maintained that for an individual to climb the corporate ladder successfully, an individual must stretch beyond the limit by putting in more hours than others put. The professional ladder is part of a demanding career as it defines the workplace culture. In response to the demand, an individual must choose different habits, activities, and aspirations at the expense of others. Gera (2010) maintains that sometimes an individual has to sacrifice his or her career to progress. The millennial continue to climb the professional ladder, but seem to feel the challenges associated with the new responsibilities.

According to a study conducted by Holland (2015), eighty-five percent of many managers have achieved exemplary corporate ladder. The promotions of the employees have experience trade-offs. The millennial globally have acknowledged the difficulties in balancing work-life because of the increased responsibilities. The millennial intend to work hard and achieve a life that they need. Nevertheless, the employees need to be flexible to achieve the goals of the employer.

The millennial is already coming into these new positions while early parenthood is at their doorsteps. This presents different experiences compared to other generations. For instance, millennial completed their college studies at the time when the job market seems saddled with student loans (Galinsky, Aumann, & Bond, 2011). These new generations are compelled to acknowledge the women’s rights are established and in the workplace. However, work-life professionals have believed that millennial are embracing the new stage of life distinctively (Wyche, 2014). The millennial men are inclined to sacrifice their work for work-life balance. Sometimes, employees shift jobs so that they can manage family and work. To this effect, men are more willing to sacrifice their relocation, promotion, and even take pay cuts to maintain their work-life balance.

Indeed, the millennial generation has indicated their willingness to avoid career progress to manage their work-life balance. Holland (2015) found that 65 percent of this generation has reported that they would reduce work hours and receive pay cuts to create possibilities for managing work-life conflicts. Therefore, it is essential for the employees to focus on life quality because it is a multifaceted identity. The Gen Y opts to be close to their families to maintain career-life balance. Their children need these workers most, and families as children feel uncomfortable with extended families (Galinsky et al., 2011). The helicopter parenting is becoming a problem as the bond of household members cracking.

Based on this arguments and presentations, it is evident that work-life balance is critical in defining an individual’s productivity. Although the new responsibilities relating to the corporate ladder come with sacrifice, the family-work conflicts require redress. Therefore, an individual should have a strategic planning program that embraces work-life balance. One needs not to sacrifice the career-life balance because the children are no longer at ease with extended family. The women are the most affected by work-life balance as they continue to struggle for an ample time to build strong bonds.

Striking an excellent balance between family and career has presented the worst challenge for many American workers. The workers’ schedules have become busier than expected thus causing the personal and work lives to suffer. This new culture entailing work-life balance involves juggling daily family, self, and friend’s pressures with workplace stress. In the modern society, employees continue to demand greater control over the structure of their jobs and lives. Based on a study published in the American Journal of Nursing, Simmons (2012) found that “the search for a balanced work-life environment” (p. 26) compels employees to change things depending on the changes in their physical and psychology needs and priorities. These changes seem to have been triggered by changes in the working conditions, age, poor management, and the new technology demands. Since many people work for several hours and fewer days off, holidays is because of uncertain job security, outsourcing, and globalization. It makes the employees spend less time for family, personal interests, and friends. This imbalance creates depression, reduces productively, and leads to high-stress levels. Without a doubt, work-life balance is important because it enhances an employee’s performance as justified in this article.

Work-life balance is important because it gives the employees an opportunity to take control of their lives and enjoy such ownership. When the employees have a better relationship with their managers, it becomes possible for them to balance their work-life engagements. This implies that workers can leave home, work issues at home, and work respectively. Balanced employees seem to feel less stressed out and more motivated at work, thereby enhancing performance and reduce workplace conflicts (Wyche, 2014). Recently, businesses that have gained strong reputation have incessantly encouraged work-life balance. These firms have been very attractive to employees thus attract a valuable pool of talents for any employment openings. Such companies boast of high rates of employee retention leading to more loyalty, less time-consuming training, and exemplary degree of expertise.

Indisputably, employees with a positive balance of work-life have proved to be competent and efficient at work as explained by Maxwell (2016). To this effect, promoting the stability to the company and individual is beneficial. This information provides the ground for employers to promote a healthy balance work-life for employees. Interestingly, companies can improve this balance in the offices without disrupting efficient and productivity.


For the company to benefit from work-life balance, it should consider different strategies. Importantly, the employer needs to consider introducing exercise access to reduce stress. Work is always stressful for everyone, and the managers should present training access as an active strategy to overcome depression and stress. The health experts have maintained that non-disabled adults have proved productive; in particular, when the employee allows workers to get at least thirty minutes exercise (Wyche, 2014). Besides, employees who exercise and eat healthily rarely miss work and get sick thus detract the from company’s productivity. In most cases, many companies have established gym facilities on site to encourage workers to undertake regular exercises. To this effect, it would be prudent for the managers to offer employees membership discounts.

Similarly, childcare duties never end when an individual leave for work. The employer must be alive to this fact thus establish a family-friendly environment to benefit the concerned parent. For instance, it is beneficial for the company to provide onsite childcare facility with trusted staff who can offer quality day-care services. For example, when the employees have breastfeeding children, the employer has to invest to reduce the frustrations and stress. By providing childcare service, discounts will ensure the worker is productive thus making the strategy feasible. Based on these findings, it is affirmable that work-life balance makes an employee productive and efficient.



Galinsky, E., Aumann, K., & Bond, J.T. (2011). Times are changing: Gender and Generation at Work and at Home. NSCW 2008. Retrieved from <>

Gera, S. (2010, Feb 15). Is It Possible to Climb the Corporate Ladder and Maintain a Work/Life Balance? Executive. Retrieved from <>

Holland, K. (2015, May 15). Millennial Managers Struggle for Work-Life Balance. CNCB. Retrieved from <>

Maxwell, J.C. (2016). Focus and balance: Understanding both will property align your attention. Success, 30-31.

Simmons, S. (2012). Striving for Work-Life Balance. The American Journal of Nursing, 112(1), 25-26.

Wyche, P. (2014, Nov 16). Work-Life Balance Often Trumps Corporate Ladder. The Washington Times. <>

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