New Year’s resolutions to take up painting, coding or gardening might do more than just improve your personal life, they could make you a better employee, according to new research from the University of East Anglia (UEA) and Erasmus University Rotterdam.
The study, published in the journal Human Relations, found that “leisure crafting”, the act of intentionally shaping free time to include goal setting, learning and human connection, has a significant spillover effect on professional performance.
Researchers discovered that employees who engaged in these active hobbies reported higher levels of creativity, engagement and “meaning” in their jobs. Surprisingly, the positive impact was felt more strongly in the workplace than in the participants’ personal lives.
“It’s already known that hobbies are good for your well-being,” said lead author Dr Paraskevas Petrou. “But our study shows that hobbies don’t just make you happier, they can also help you feel more fulfilled and creative at work. This goes beyond just relaxing or having fun — like binge-watching Netflix — and turns the hobby into something that helps people grow.”
Reaping career benefits
The study distinguishes between passive relaxation and “leisure crafting”. To reap the career benefits, the researchers say a hobby needs to provide a sense of control and growth.
The team followed almost 200 working adults (average age 46) for five weeks. A test group was guided to create a plan for their hobbies that included goal setting, doing the hobby in a way that fit their lifestyle; learning, acquiring new skills through the activity; and connection, engaging with others or seeking feedback.
Those who followed the plan reported behaving more creatively at work compared to a control group. The benefits were particularly potent for older employees; participants over the age of 61 reported feeling significantly more positive emotions in general.
“We were surprised to see that leisure crafting had a stronger effect at work than in people’s personal lives,” said co-author Professor George Michaelides from UEA’s Norwich Business School.
“One possible reason is that people who took part in our study were already fairly satisfied with their lives outside work, but their work life had more room for improvement.”
Not workers, whole selves
The authors argue that companies should stop viewing employees solely as workers and start supporting their “whole” selves.
They suggest that organisations could allow “personal development funds” to be used for hobbies, rather than just professional courses. They also recommend that managers explicitly recognise “me-time” and leisure projects as valid life domains, equal in importance to family commitments.
“This is a reminder that people aren’t just employees,” said co-author Professor Laura Den Dulk. “Supporting their personal growth outside of work can have a positive impact inside the workplace too.”
