The current surge of the Delta variant makes it likely that the factors driving long hours during the pandemic—including remote work, a childcare squeeze, and other caretaking responsibilities—will continue to be with us for some time.
Extended hours are bad for employees and bad for a company’s bottom line. Adverse health outcomes lead to rising health insurance costs and increased absenteeism. Moreover, in an economy where making judgment calls and exhibiting emotional intelligence is critical, overwork and accompanying behaviors undermine performance and decision-making. In the face of this glaring problem, various proposals to shorten the workday or the workweek are gaining traction.
recently introduced a bill that would make such policies more feasible in the U.S. by lowering the bar for overtime from 40 hours to 32 hours.. “I’d be willing to bet that in most jobs, people would get more done in six focused hours than eight unfocused hours,” says bestselling author Adam Grant—adding that “the more complex and creative jobs are, the less it makes sense to pay attention to hours at all.
Others are following Grant’s suggestion to stop measuring work by the hour. Companies adopting a ROWE model tell employees the outcomes they want—and then leave it up to employees to determine how, when, and where they need to work to get the job done. As someone who works one-on-one coaching executives and consults with companies on their wellness programs, I am keenly aware that there is no “one size fits all” solution to overwork.
Whichever path you choose, there are some underlying principles you can follow to rein in excessive work hours and empower your people to work smarter:Every company has unwritten rules about the behavior expected of the best employees, and often leadership sets the tone. If you routinely work late hours, your employees will feel obliged to as well. If you send after-hours emails, employees will have difficulty logging off. Set healthy limits. Lead by example, and employees will follow suit.
Our ideas about how to arrange our workdays and workweeks are in many ways antiquated. They originated in a different century, a different economy, a different way of life. The pandemic has demonstrated just how quickly we can reinvent our approach to work. Perhaps it has set a creative process in motion that will lead us down a smarter, more sustainable, more fulfilling work culture.
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