Which of the following is NOT a benefit of promoting work-life balance in SHRM?

Promoting work-life balance within strategic human resource management is associated with numerous positive outcomes for both employees and organizations. Benefits such as increased job satisfaction arise when employees feel their personal and professional lives are in harmony, leading to greater motivation and engagement. Improved retention rates occur as employees are less likely to seek new employment if their current role allows them to manage their personal commitments effectively. Additionally, reduced absenteeism is a crucial factor, as employees who experience a healthy work-life balance are less likely to take unnecessary days off due to stress or burnout.

In contrast to these benefits, higher levels of burnout represent a negative outcome, which would be contrary to the very purpose of promoting work-life balance. When employees are overwhelmed by work without adequate support for their personal lives, they may experience heightened stress and burnout, leading to decreased productivity and morale. Thus, this option accurately represents an outcome that is not aligned with the benefits of implementing work-life balance initiatives.