IN a recent Reddit post, a woman asked for advice: She and her partner, a tech CEO, were expecting their first child. She had proposed to her partner to take four weeks of parental leave. He said it was impossible. The comments were not surprising. Hire as much help as possible! Transfer everything! That's part of the package of marrying someone with such ambition.

It got me thinking about whether career ambition and personal life are really incompatible for entrepreneurs. Many of today's professionals seem to think so. or 2024 Express Employment Professionals-Harris Poll survey found that one-third of employed job seekers in the US (34%) report having to put off starting a family because of a lack of work-life balance.

It shouldn't be like this. Leaders are responsible for establishing clear boundaries between work and personal life. In my experience as CEO and founder of Form IotI am convinced that keeping one work-life balance and knowing when to step back can help you do your job better—and make your company even stronger. That is why.

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Delegation makes your vision clearer and your workflow more efficient

Since founding my company, we've grown from one to 660 team members, with over 25 million users worldwide. At the same time, my wife and I have grown our family from zero to three children. I have learned invaluable lessons along the way. One thing that stands out happened as we were preparing to welcome our second child. I decided to take three full months of parental leave. I didn't realize how much my company would benefit as well.

Loaded with delegating in almost every aspect of my work, I had to step back and analyze my workflows. It helped me identify unnecessary steps and tasks that could be automated or eliminated. It also made it clear that I was handling tasks that could be handled better and more efficiently by other team members. Our director of product design, for example, took on the design reviews of the private messaging of product changes—and was able to devote even more time and attention to it than I had been able to.

I also established the habit of reiterating our company vision during weekly joint meetings, sharing updates and future plans, and connecting the team's short-term goals to our larger mission. This helped team members keep their eyes on the prize while I was away and made daily tasks feel more meaningful. Actually, explorative shows that making sure employees feel valued and essential to the company vision is a “significant driver of reported revenue increases.” It's a benefit I wouldn't have discovered if I hadn't surrendered the reins.

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Prioritizing your personal life sets a strong example – and attracts talented people

People no longer want to work for aloof and detached leaders – nor do they want to watch detached protagonists. This year, a poll commissioned by think tank New America found that 84% of US adult broadcast viewers wanted to see more depictions of work-life balance (as well as gender equality and family care), so much so that candid depictions boosted viewership and engagement.

Relationships: People are more interested in experiences that resonate, instead of impossible aspirations. That's why I regularly speak and write about my trials and tribulations in finding a work-life balance. I want our team members to know that I understand the challenge of making time for their personal lives, but I also think it's essential for long-term personal and professional growth.

What's more, research shows that today's talent pool cares about work-life balance—even more than compensation. This year, a study by Randstad of over 27,000 workers across Europe, Asia-Pacific and the Americas found that while 57% of workers would not take a job if it negatively affected their work-life balance, 55% would decline if they were not offered a salary significantly higher.

The bottom line: Leaders who value their personal lives signal that they also care about their employees. Leaders who don't risk missing out on a large portion of potential hires.

Connected: Work-life balance is possible – and it's not as hard to achieve as you think

Work-life balance reduces job hopping

It's no secret that the economic climate is challenging for job seekers and employers alike. However, to The Randstad Study found that 37% of respondents would consider quitting if they were required to spend more time in the office. This is critical insight for leaders as they rethink WFH policies as we move into another “new normal.”

Some experts, such as the professor of economics at Stanford University Nick Bloom, say, “Back to the office is dead.” But I think the reality is more nuanced. Going back to the office isn't necessarily the problem. It's giving up the work-life balance that felt somehow more attainable when no one went to the office. To keep employees satisfied and to keep job retention from falling sharply (and also, to prevent quiet abandon), it's important to demonstrate your commitment to work-life balance even if employees are returning to the office.

At Jotform, employees return to the office five days a week. But we also encourage managers to be flexible with the demands and responsibilities of personal life. We have a clear communication policy – except in emergencies, employees are not expected to be available all the time. We want everyone to have rich personal lives and enough time to pursue their own non-work interests. With clear examples of how to prepare for vacations (communication, preparation, delegation), team members feel comfortable in full control during vacation time. These practices have helped our company continue to grow, even as we transition to working entirely in the office.

There is no hard and fast rule, no exact percentage, to achieve the right work-life balance. It depends on each employee and company. It's a bit of a push and pull for each team member. The best a leader can do is make it clear that career ambition and personal life are not diametrically opposed. You don't have to choose between family planning and productivity. If proper practices and procedures are in place in the office, both can be priorities.