Toxic Productivity in the Workplace

With concepts such as “hustle culture”, “rise and grind” and other trends that promote toxic productivity on the rise throughout the last couple of years, an increasing number of employees are suffering from at least one mental health issue at work. Toxic productivity is defined as the drive to be constantly productive, even at the cost of an individual’s well-being in other areas of their life. As a result of these trends, employees have a hard time “switching off” from their work and feel guilty for doing so.??

As remote and hybrid options for work are becoming increasingly popular, employees have been having a harder time balancing their work and personal time. Additionally, there is now a need for employees to constantly prove that they are working by being monitored. In other cases, employees who work in toxic environments where working overtime without compensation, bullying and manipulation, and constant stress and negativity without downtime are the norm in exchange for getting paid well stand at a risk of having to suffer from various mental health issues.?

As a result of the burnout, stress and anxiety related to the workplace, employees have now coined a term known as “Quiet Quitting” to set boundaries and find a balance between their work and personal lives.??

What is Quiet Quitting?

Quiet Quitting refers to the disengagement from working overtime and going above and beyond at work without getting compensated for it. As opposed to what the term suggests, quiet quitting does not refer to employees actually quitting their job, it refers to employees being actively disengaged and doing the bare minimum on the basis of what they are getting paid for.?

Quiet quitting may seem like a trend that is helping employees set boundaries, and improve their mental well-being at work, however, this practice comes with several disadvantages that can hinder employees’ success and cause more problems for them down the line.

According to an article by Must Share News, Singapore is unlikely to take up the idea of quiet quitting very well. This is because hustle culture is normalised in Singapore, and employers put a strong focus on the productivity of their employees which is measured by the long working hours and going above and beyond what is expected of employees and their roles. This was further highlighted in a survey quoted by the Strait Times which stated that only 52% of employees in Singapore had their needs for flexible working hours and remote work met.?

Disadvantages of quiet quitting include being perceived as a slacker, not being perceived as being productive enough, missing out on opportunities for growth, promotions and pay raises, and potentially being in a position to lose one’s job in Singapore.??

Preventing Toxic Productivity & Quiet Quitting at the Workplace

Pushing employees to work longer hours, increasing productivity and neglecting employees and their need for flexible work conditions will further initiate the toxic cycle of productivity at the expense of employees’ well-being. Moreover, this may push employees to a state of burnout, amongst other mental health issues, in the workplace and entice them into quiet quitting.?

Organisations must start taking into account the well-being of employees alongside the efficiency and speed at which they work.?

Make Employees Feel Seen & Heard: Companies can benefit from creating a safe space for employees to share their concerns and needs, and then take steps towards making changes that can help employees and encourage them to work without losing the interest or motivation to fulfill their roles.

Understand Employees’ Needs: With the changes that were made as a result of the pandemic, many employees found that they were happier when they could work remotely, with flexible hours, as they found to have a better balance between their work and personal life. Moreover, the employees who work on-site may need time to take breaks and slow down in order to effectively complete work. Adapting to the needs of the employees and building trust can further encourage them to become more productive and efficient with their tasks at work.?

Recognize Productivity & Hardwork: To keep employees from feeling discouraged at work, it is essential for employers to recognize and show appreciation for the effort and time employees put towards effectively completing tasks and goals that keep the company running successfully. This can be done through monetary rewards, verbal appreciation, as well as rewards like free lunches and office outings.??

To break the cycle of toxic productivity and prevent employees from “quiet quitting”, organisations must take the initiative to create a safe working environment for employees where they feel appreciated and are recognized for their hard work, their productivity, and have their needs met.???