RESEARCH SUGGESTS PURPOSEFUL HOBBIES CAN BOOST PERFORMANCE AT WORK

As millions of Britons set New Year resolutions focused on health, learning and self-improvement, new academic research suggests that how people spend their free time may also influence how they perform at work.

A study by researchers at University of East Anglia and Erasmus University Rotterdam finds that hobbies, when approached with intention and structure, can improve creativity, engagement and a sense of meaning in the workplace — with particularly strong effects among older employees.

The research, published this month in the academic journal Human Relations, examines a concept known as “leisure crafting”: the deliberate shaping of free time through goal-setting, learning and social connection. Rather than treating hobbies as passive relaxation, the study suggests that purposeful engagement outside work can have measurable spill-over effects inside it.

“It’s already known that hobbies are good for your well-being,” said lead author Dr Paraskevas Petrou, of Erasmus School of Social & Behavioural Sciences. “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.”

The study involved almost 200 working adults, with an average age of 46, who were asked to take part in a short intervention designed to encourage leisure crafting. Participants watched a brief video guiding them to rethink how they approach their hobbies, focusing on three elements: increasing personal control, learning or developing skills, and strengthening social connection.

Over the following five weeks, participants completed weekly surveys reflecting on how they were engaging with their hobbies, how they felt, and how they behaved both at work and in their personal lives. Their responses were then compared with those of a control group that did not receive the intervention.

The results were striking. Participants who practised leisure crafting reported that their work felt more meaningful and worthwhile, and that they behaved more creatively on the job. Those aged over 61 also reported higher levels of positive emotion overall.

Co-author Prof George Michaelides, of UEA’s Norwich Business School, said the findings were unexpected. “We were surprised to see that leisure crafting had a stronger effect at work than in people’s personal lives. We had expected equal benefits in both areas,” he said.

“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. If what people do outside work can also have this positive impact on them in the workplace, organisations should support staff not just in their jobs, but in all areas of their lives.”

Unlike many studies in workplace wellbeing, the researchers emphasise that this intervention required no structural change from employers and minimal time commitment from participants. Instead, it focused on small, achievable behavioural shifts.

“What makes this study different is that we didn’t just ask people how they feel,” said co-author Prof Laura Den Dulk, also of Erasmus University Rotterdam. “We asked them to take a small, specific action — to approach their hobby in a new way — and then we saw how it actually affected their lives week by week.”

“This is a reminder that people aren’t just employees — they’re whole individuals, and supporting their personal growth outside of work can have a positive impact inside the workplace too.”

Dr Petrou added that the findings challenge the idea that professional and personal development exist in separate spheres. “The results show that our hobbies and personal growth outside of work aren’t separate from who we are at work. What we learn and experience in our free time can make us better, more fulfilled employees.”

The authors say the findings have practical implications for employers, particularly as organisations search for new ways to improve engagement and retention without increasing workloads. They suggest companies could recognise hobbies as legitimate areas for development, make them eligible for personal development funding, or offer optional workshops to help employees reflect on their leisure activities.

As debates around productivity, burnout and work-life balance continue, the research adds weight to the argument that what happens beyond office hours may be more economically relevant than previously assumed.