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What Research Says about the Dangers of Long Working Hours



In today's fast-paced and competitive business environment, it is not uncommon for employees to work long hours. In fact, many employees take pride in putting in extra time at the office, often sacrificing their personal lives in the process. However, research suggests that working long hours can have negative consequences for both employees and employers.


Today we will look at what recent research says about the dangers of long working hours for individuals and for organizations.


Negative Impact on Employee Well-being


Research has shown that working long hours can have a negative impact on employee well-being. Long hours can lead to physical and mental health problems, such as cardiovascular disease, diabetes, and depression. A study published in the Journal of Occupational and Environmental Medicine found that employees who worked more than 11 hours per day were more likely to develop chronic health problems.


One example of a company that has recognized the importance of employee well-being is Google. Google provides its employees with a variety of benefits and perks, such as free meals, on-site fitness classes, and unlimited vacation time. This approach has led to high levels of employee satisfaction and productivity.


Decreased Productivity


Contrary to popular belief, working long hours does not necessarily lead to increased productivity. In fact, research has shown that working long hours can actually decrease productivity. A study published in the Journal of Applied Psychology found that employees who worked 60 hours per week were less productive than those who worked 40 hours per week.


One example of a company that has implemented policies to promote productivity is Amazon. Amazon has implemented a policy of "work-life balance" which allows employees to work from home or have flexible work arrangements. This approach has led to increased productivity and employee satisfaction.


Increased Absenteeism and Turnover


Working long hours can also lead to increased absenteeism and turnover. Employees who are overworked and stressed are more likely to take days off or quit their jobs altogether. A study published in the Journal of Vocational Behavior found that employees who worked long hours were more likely to leave their jobs.


One example of a company that has recognized the importance of work-life balance is Patagonia. Patagonia has implemented a policy of "100% paid time off" for employees to take time off for environmental activism. This approach has led to high levels of employee satisfaction and retention.


Negative Impact On Companies


Not only do long working hours have negative consequences for employees, but they also have negative consequences for companies. Long hours can lead to increased recruitment and training costs, as well as decreased employee morale and productivity.


A study published in the Journal of Occupational and Organizational Psychology found that companies that promoted work-life balance had higher levels of employee engagement and productivity.


One example of a company that has recognized the importance of work-life balance is The Container Store. The Container Store has implemented a policy of "flexible work arrangements" which allows employees to work from home or have flexible work schedules. This approach has led to high levels of employee satisfaction and productivity.


What Leaders and Organizations Should Do to Avoid Overwork


There are several steps that leaders and organizations can take to address the issue of long working hours and promote work-life balance for their employees. Here are some proactive steps they can take:

  1. Set clear expectations and boundaries: Leaders can set clear expectations and boundaries around work hours and workload to ensure that employees are not overworked. They can communicate the importance of work-life balance and encourage employees to prioritize their personal well-being.

  2. Provide flexible work arrangements: Organizations can offer flexible work arrangements such as telecommuting, flexible hours, or job sharing to help employees balance their work and personal responsibilities. This can help reduce the need for long working hours and allow employees to have more control over their schedules.

  3. Encourage employee well-being initiatives: Leaders can encourage employee well-being initiatives such as mental health support, stress management training, and physical fitness programs. This can help employees manage stress and maintain their physical and mental health.

  4. Monitor workloads: Leaders can monitor workloads and ensure that employees are not overwhelmed with too much work. They can also provide training and resources to help employees manage their workload effectively.

  5. Lead by example: Leaders can model healthy work habits themselves by taking breaks, using vacation time, and prioritizing their own work-life balance. This can help create a culture that values work-life balance and encourages employees to do the same.

  6. Conduct regular check-ins: Leaders can conduct regular check-ins with employees to discuss their workload, stress levels, and overall well-being. This can help identify potential issues before they become major problems.

  7. Provide employee recognition and rewards: Organizations can provide recognition and rewards for employees who prioritize work-life balance and take care of their personal well-being. This can help incentivize employees to prioritize their personal health and well-being.

  8. Implement policies to support work-life balance: Organizations can implement policies such as paid parental leave, flexible work arrangements, and employee wellness programs to support work-life balance.

  9. Encourage open communication: Leaders can encourage open communication about work-life balance and create a culture where employees feel comfortable discussing their needs and concerns. This can help identify potential issues and address them before they become major problems.

  10. Monitor progress: Leaders can monitor progress towards work-life balance and make adjustments as needed. They can track metrics such as employee turnover, absenteeism, and productivity to assess the effectiveness of their efforts.

By taking these proactive steps, leaders and organizations can promote work-life balance for their employees and reduce the negative impact of long working hours. This can lead to increased productivity, employee satisfaction, and retention, as well as improved overall well-being.


Conclusion


The research is clear that long working hours can have negative consequences for both employees and companies. Long hours can lead to physical and mental health problems, decreased productivity, increased absenteeism and turnover, and negative impacts on companies. Companies that prioritize work-life balance, such as Google, Amazon, Patagonia, and The Container Store, have seen increased employee satisfaction, productivity, and retention. It is time for companies to recognize the importance of work-life balance and implement policies that promote the well-being of their employees.

 

Jonathan H. Westover, PhD is Chief Academic & Learning Officer (HCI Academy); Chair/Professor, Organizational Leadership (UVU); OD Consultant (Human Capital Innovations). Read Jonathan Westover's executive profile here.



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