Unpacking the Compulsion to Overwork

Last month, I wrote about the importance of separating work from home in order to maintain our personal wellbeing and effectiveness at work. Yes, that’s right. Taking regular breaks from work and NOT thinking about work when at home will actually serve to make you more productive, not less.

I got to thinking more about why we feel compelled to continue completing work tasks, ruminate over nagging issues, and problem solve work-related challenges when we’re nowhere near our office.

In today’s fast-paced and competitive get-as-much-done-as-you-can-no-matter-the-cost work environment, many of us feel compelled to work overtime and bring work home as a way to demonstrate our worth. Unfortunately, whether it’s because of personal ambition, societal expectations, or organizational culture, we tend to push ourselves beyond regular working hours, often at the expense of our personal lives.

Why we work so much

Personal Ambition
In a world where career advancement is often equated with hard work and dedication, employees may feel that putting in extra hours is a necessary step to climb the corporate ladder. The belief that visible effort will lead to recognition, promotions, and salary increases can drive individuals to extend their workdays. This mindset is particularly prevalent in industries where competition is fierce and job security is not guaranteed.

Societal Expectations
Society’s expectations play a significant role in our compulsion to work overtime. From a young age, many of us are taught that hard work is a virtue and the key to success. This is reinforced by stories of successful individuals who achieved greatness through relentless effort. As a result, there is often a subconscious pressure to align with these ideals, leading us to work more hours and bring work home.

I’m not saying that ambition, dedication and hard work are bad, but it’s essential to recognize the importance of setting healthy boundaries that allow employees (and ourselves) to regularly recharge away from the pressures of work. Burning the double-ended candle isn’t sustainable; we’ll all eventually end up completely burned out and of use to no one.

Organizational Culture
In many companies, there is an implicit expectation that dedicated employees will go above and beyond their job descriptions. Management practices, such as rewarding those who consistently work late or respond to emails outside of office hours, can perpetuate this cycle. When employees see that overtime is recognized and rewarded, they are more likely to adopt similar behaviors to align with perceived company values and expectations.

If you’re a leader, be aware of your influence. People are watching you and modeling your behaviour; if you don’t want them burning out, be sure you are practicing healthy behaviours as well. And even if you tell your team that you don’t expect them to respond to your after-hours messages, they believe you will be impressed if they do (and disappointed if they don’t). Tip: If you want to send messages outside of regular office hours, schedule the send for a future time, like Monday morning. That way, you get it out of your outbox and your employee doesn’t see it until they are back in the office. Win – win.

Technology
Technological advancements have made it easier than ever to work outside the traditional office environment. Thanks a lot, smartphones, laptops, and cloud-based applications – you’ve enabled us to be constantly connected and accessible! While this flexibility can be beneficial, it blurs the boundaries between work and personal life. The ability to work from anywhere often translates to working everywhere. Disconnection is difficult and overtime becomes the norm.

And another thing ….

One more consideration about employees who consistently work over time. It may actually be a signal that something isn’t right. Perhaps they aren’t skilled enough to perform the job or they have too much on their plate. Either way, when you see a pattern of overtime, it’s time to have a conversation to find out why. And if they tell you it’s because you’ve (perhaps unknowingly) set an expectation of overtime, be open to looking at yourself in the mirror and adjusting.

By fostering a culture that values efficiency over sheer hours worked and prioritizes employee well-being, organizations can help mitigate the pressures that lead to excessive overtime and promote a more sustainable approach to work.