Given the recent changes that have occurred and that have been catalyzed by the coronavirus pandemic however, the concept of work-life balance has been modified within the new post-covid zeitgeist.

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Response 1(Brittany)
This is typically a tough conversation to have with yourself (for me at least). I have a hard time “clocking out” and I’m known for bringing my work home with me. That is partly due to technology making it harder. However, I have noticed that if I don’t set clear boundaries, coworkers become friends. Friends get my number. We continue to talk about work long after work hours. If we go to lunch – we talk about work. If we hang out on the weekends.. you guessed it! We end up talking about work!
In some ways, this could benefit the organization. Employees are in better sync and constantly connected and able to share ideas instantaneously. However, employees are often burnt out, feeling unappreciated for the extra unseen man hours, and sacrificing personal time with family. Unbeknownst to them, they can become resentful.
Having a healthy work/life balance and setting boundaries up front is imperative to a successful employee/employer relationship.
Student 2(Joshua)
Kelliher et al (2019) explore the changes that have occurred with regard to work-life balance. Kelliher et al (2019) state that it is the partial responsibility of employers to aid employees in developing a positive work-life balance. A positive work-life balance not only conducive to the wellbeing and health of employees, but this also benefits employers as higher morale from positive employee sensemaking raises productivity and enhances organizational success. Thus, a positive work-life balance benefits both employers and employees.
Given the recent changes that have occurred and that have been catalyzed by the coronavirus pandemic however, the concept of work-life balance has been modified within the new post-covid zeitgeist. Irawanto (2021) states that working from home augments both the ‘work’ and ‘life’ values on the metaphorical scales of work-life balance. Thus, organizations should embrace the hunger that workers have for remote work in order to increase productivity and worker satisfaction. This means that from the empolee’s point of view, they can expect their personal satisfaction to increase if employers adopt remote working, however there is a risk that employers may reduce compensation if employees are not communicating given the current expectation that salary covers transport and housing proximity costs to business centers.
References
Irawanto, D. W., Novianti, K. R., & Roz, K. (2021). Work from home: Measuring satisfaction between work–life balance and work stress during the COVID-19 pandemic in Indonesia. Economies, 9(3), 96.
Kelliher, C., Richardson, J., & Boiarintseva, G. (2019). All of work? All of life? Reconceptualising work‐life balance for the 21st century. Human Resource Management Journal, 29(2), 97-112.

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