Tips from the study's primary author to reassure employees that it's OK to participate in work-life balance programs.

1. Make sure everyone knows that support program participation “will not translate into being perceived as a 'nonideal' worker.”

2. Tell people about the long term cost to themselves and their employer of anxiety-driven burnout by explaining that such behavior leads to higher turnover, loss of competitive edge and a tarnished workplace reputation. “Being able to articulate these consequences can help validate workplace balance programs as valuable programs, not just 'warm and fuzzy' HR-speak,” Harris says.

3. Help employees understand “when-to-say-when” about working too much. List the signs of overwork: poor dietary choices, lack of exercise, poor sleep habits, mistakes on the job, trouble at home, etc.

4. Help them learn how to leave work-related stress where it belongs – at the office.

5. For those who are carrrying their stress around 24-7, steer them safely toward company-sponsored support systems. “They should utilize the in-house corporate programs to help them learn how to manage their work-life boundaries,” he said.

6. Train your supervisors to recognize out-of-balance workers and encourage them to use support programs. This may require explaining that part of their job as a manager is to pay attention to employees' emotional and physical well-being.