Just how much is excessive? You may lose that gifted person if you do not do something about it. Just recently, we were asked, How do I understand when I am working a staff member too hard? This was an intriguing question.
Typically, we are asked simply the opposite: How do I get more performance from my workers? Or, at the same time, How can I inspire my staff members to do more, or work longer?
In our experience, depending on the worker, it is possible to demand more and more till the work becomes unreasonable. Companies can fall into the trap of overworking their finest workers.
Nevertheless, unmanageable workloads can result in a boost in staff member stress, blood pressure and cardiovascular disease, family instability and office accidents. In addition, employees who feel overworked and underestimated typically give up, in search of a much better circumstance.
So, how many hours are too many? Recent research studies have reported that working more than 50 to 55 hours in a work week is linked to health concerns, lower productivity and increased alcohol usage. Does that mean that you should never allow employees to work more than 50 hours in a week? No, since workers are individuals and have to be dealt with that way.
Depending on a staff member’s behavioral type, then– as well as the requirements of the task and the individual’s household situation, age and health status– what does it cost? work he or she can and ought to tackle on a weekly basis will differ.
Because people don’t come in a one-size-fits-all bundle, how do we discern that we are putting too much pressure or workload on a worker? We recommend looking at the following indication:
People are working nights, mornings and weekends.
Take note of when your employees come to and leave from work. Often, security systems can provide this info. If you see an increase in hours, it might be time to analyze your employees’ workload.
Keep in mind, there is a difference in between a marathon and a sprint. If you have a cyclical company that sometimes needs employees to work additional hours (e.g. accounting professionals throughout tax season), this will be acceptable. If there is no end in sight to the long hours, you may need to re-examine work projects or staffing.
People are missing family dedications for the task.
If you hear that staff members are missing family responsibilities since they feel they can not take time from their jobs, you’re most likely taking a look at an indication that workers feel overworked. We understand a previous employee of a blue chip consulting company who chose a different course when his requiring job kept him from attending his children’s activities.
He informed us about sitting in his hotel space in Manhattan, “weeping like a baby” because he was missing his boy’s first t-ball video game. Within a year, he had actually transferred to a position with another company that required less travel and gave him more flexibility and control over his schedule.
Individuals seem more psychological.
When people feel overworked, the outcome can be sleep disruption and, as noted above, increasing problems with member of the family. More drama in the work environment may take place.
In particular: If previously rational employees appear more on the edge, you may wish to look at work as a possible cause. Individuals who have a high need to please may overcommit due to a worry of rejection or a worry of failure. Individuals pleasers can become extremely resentful, passive-aggressive and sometimes actively aggressive if they feel that their effort is undervalued.
One method to fight this pattern is to make sure that you show your employees gratitude for the worth they bring to the company.
There is a reason why factory-owners in the 19th century began to limit workdays, first to 10, and then eight, hours. They found that as they did, output increased and pricey errors and mishaps reduced.
More recent experiments have confirmed these results. Individuals who take the required time off are more productive. If you see errors increasing at your worklace, take a look at worker workload and hours worked as the possible cause.
Voluntary turnover boosts.
If you are experiencing higher levels of voluntary turnover (especially with key talent), you may desire to examine work levels. Skilled staff members who are inspired and enthusiastic are generally excited to handle extra or time-consuming projects. Nevertheless, if those exact same assignments trigger concerns with their satisfying their family obligations– or they do not receive promos or raises, or they feel underestimated– those same staff members might decide to carry on.
When this occurs, it is too late. To prevent losing gifted employees, keep an eye out for the above signs and keep workloads at affordable levels.
While employees are adults who must make their own choices, companies have to be cognizant of the needs they put on their workers. Employees who work hard to please others, are extremely concentrated on getting ahead or are specifically enthusiastic can be especially vulnerable to taking on too much.
If you see any of the 5 signs listed above, you’ll know that it’s time to talk with the employee about making adjustments.
What signs do you look for? Enter them in the comments and do us a favor by sharing this article!