???? Escaping The Overworking Culture

Note from Yann: ?? Hey readers! I’m Yann, every week, I'll share my practical insights from my management playbook.

Today 's article the 11th edition, on a topic that is close to my heart as I have been personally confronted to it: Workaholism.

?? Subscribe to stay updated on future releases.

This week I’ll write about a major problem I see a lot: overworking.

From 2020, the COVID-19 pandemic has exacerbated the issue of extended work hours.

In the US, the average workday has increased by three hours since the pandemic began. Research conducted by Microsoft indicates a significant 200% surge in weekend work-related messages during the pandemic. (source: The Rise of the Triple Peak Day )

These patterns have persisted even as society gradually returned to normal.

We forget that this can really hurt our health and our ability to get work done. ??

As a result, many of us are constantly feeling exhausted and burned out ??. It is terrible to add that working longer hours has both immediate and long-term detrimental effects on individual's and company's performance.

Hopefully, this situation can be improved, and, as usual, the company's leaders hold the power to do so. ??

???????? Understand Workaholism

Workaholism is defined as working excessively and compulsively.

Even when it is not needed.

But workaholism is not only working long hours.

The workaholic thinks about work all the time, even when they're not at work. They take on too much work and don't know when to stop. They expect too much from themselves and others, which leads to burnout. ??

?? For a workaholic, everything is urgent. Everything is a crisis.

Workaholics often experience negative health outcomes, such as heart disease, weakened immune responses, poor sleep, anxiety, depression, and even death from overwork (karoshi ).

The World Health Organization (WHO) called stress the “health epidemic of the 21st century ” and that it is exacerbated by overworking.

These behaviors are not good for themself and the people around. Their families and colleagues also suffer due to the workaholic's emotional distance, neglect, and unrealistic expectations.

The irony is that overworking is not linked to greater productivity.

Long working hours lead to decreased performance for the individual and a reduced productivity for the organization. A lose-lose situation.

?? The 'Always-On' Culture

For many organizations, overworking has become deeply ingrained in the culture.

This culture is built and reinforced by promoting behaviors such as working late, sacrificing personal time, and being constantly available.

The prevailing belief is that overworking leads to better results. However, research shows the opposite. Workaholics are not more productive. In fact, overwork leads to a host of negative consequences for the organization.

Organizations that promote an 'Always-on' culture suffer from a number of problems:

• Decreased Productivity: Despite longer hours, workaholics often work less efficiently. They tend to overextend themselves without adequate recovery time, leading to diminished productivity over time.
• Poor Team Dynamics: Workaholics might set unrealistic deadlines and expectations, creating unnecessary stress for their colleagues. This lead to strained relationships and a less cooperative team environment.
• Counterproductive Work Behaviors: Workaholics are more likely to engage in behaviors that can be detrimental to the organization, such as micromanaging, neglecting collaborative duties, and focusing on quantity over quality.
• Decreased Engagement and Job Satisfaction: Continuous work pressure and lack of recovery time diminish job satisfaction and overall engagement, affecting the morale and motivation of the team.

Leaders, often unknowingly, send signals that prioritize work above all else, perpetuating a cycle of overwork.

? What Leaders Doing Wrong

To break the vicious cycle of overworking, as usual the responsibility comes to the leader of the organization.

?? The good news is that most leaders are aware of the negative impacts of overwork.

?? The bad news is that the initiative they have is often counterproductive.

If don’t do what they preach. It is a mixed message.

One common illustration is the slack message sent on Saturday afternoon with a note:

“You do not have to respond now”. It looks like the leader is caring. It is probably genuine.

While this might seem harmless, it actually make employees feel stressed and confused. The stress comes from a FOMO, even more if others are starting to respond.

Also message is ambiguous, it set that working on a week-end is standard as the leader is doing it. This is the expected behaviour for someone that want to get more responsibility ion the company.

Moreover, it puts the responsibility on the employee to decide when to disconnect. This is because managers often don't realize that employees may not have the same level of decision-making autonomy. It is a status blindness.

The road to hell is paved with good intentions.

Another example of mixed message is the unlimited time-off policy. While it sounds generous, it often backfires:

• It erases clear boundaries between work and personal time
• Employees feel pressured to always be available (Always-On)
• The value of time off diminishes when it's always an option
• People often end up taking less time off, fearing they're taking "too much"
• True disconnection becomes nearly impossible

Scarcity creates value.

In practice, unlimited time off can lead to no time off at all. Without defined limits, vacations lose their sanctity and rejuvenating power.

When time off is unlimited, it paradoxically becomes worthless.

? How to Break That Circle

This is the Simple Leader's Playbook, we always want to keep practical strategy not stay on the problem statement.

As usual I believe that as leader, YOU have the power to change this culture.

Here are some practical strategies:

??Walk The Talk: You must exemplify what you preach. Otherwise it is not "speech".

• Be a role model.
• Respect your own limits.
• No emails or work calls during off-hours. Schedule them.

?? Clear Policies: Make it clear of what is expected from everyone to respect boundaries.

• Set work hours. Mandate breaks.
• Discourage work outside of designated times.
• Set "email-free" and "no work on weekends" rules.
• Use technologies to enforce policies: Block temporarily the accounts.

??? Encourage Time Off: Yes, Taking time off is a sign of good productivity.

• The good employee manage his time properly.
• Celebrate employee's vacations.
• Increase self-awareness among the team.
• Offer bonuses for clearing time off. You get more time-off as you use them.

?? Prioritize Ruthlessly: Most of the work is managing the complexity we are creating.

• Work smart, not hard.
• Cut pointless tasks.
• Focus on what matters.
• Simplify your process, focus on the outcomes.

By implementing these strategies, you can:

• Boost individual and overall productivity
• Improve team morale and collaboration by suppressing stressful behaviors
• Enhance creativity and innovation by adding time constraints.
• Reduce burnout and turnover for a sustainable team.

In conclusion, overworking has become the norm in many organizations I know. The consequences are negative for both the individual and the company.

Leaders play a crucial role in breaking this vicious cycle by walking the talk, establishing clear policies, and creating a culture that respects off-hours. Doing so is critical for the company sustainability.

?? If you faced a similar situation in the companies you worked on, I'd love learning from you in the comment.

?? If you know someone impacted by overworking around, share that article if you think it can be helpful. Sharing is caring.

Note from Yann: ?? Hey folks! Thanks for reading. This was the 11th edition of the Simple Leader's Playbook.

It is longer than usual (the first draft was three times longer!), as it is a topic I have a lot to write on. I am always eager for feedbacks, you can share by DM if you are too shy to write in the comment section.

?? Subscribe to stay updated on future releases.