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Executive Leaders: Overworking Employees Is Bad For Them & You!
Bleary-eyed, exhausted, and incoherent. Low motivation, inaccuracy, and a negative plunge in attitude. These are common
traits of long-time overworked employees. If you are an Executive Leader who has advanced up the management ladder, you
have no doubt seen this firsthand or, worse, been subjected to it yourself. While avoiding overworking your employees
may seem obvious to many Executives, the truth is that many others still rely upon it as a key strategy of management.
Whether it has happened to you or you’ve watched it happen to a colleague, being an overworked employee can be one of
the worst experiences. The overworked employee may not only experience burnout but also decide that the sacrifices to
family time and general exhaustion are not worth the compensation or benefits being provided. In such a situation, Executive
Leadership will be left to fill an overwhelming and unrealistic job position; management may be fortunate enough to identify
another employee both willing and able to fill the position, but it is highly unlikely. In most situations, Executive
Leaders will go through multiple new hires who burn out and resign, only to come to the conclusion that a single position
(formerly filled by a single, overworked individual) must be split into multiple new roles to become more manageable.
Not only does the search for a single potential new hire who can tackle such an overwhelming role drain company time
and resources, but it also teaches current employees that their firm’s Executive Leadership places the company over the
well-being of its employees. It is important to remember that even during these tough economic times, excellent workers
may be physically and emotionally compelled to look for work elsewhere. Additionally, the current generation of workers,
unlike the prior workforce, values personal time and downtime.
Whether your firm operates within a highly technical field or not, long-term exhaustion in your employees due to overwork
can cause significant errors in judgment and accuracy, yielding poor results and a plunge in company quality and efficiency.
Furthermore, if an Executive Leader requires one employee to shoulder the workload of another who is either incapable
or unwilling to do his job, the overworked employee may experience a gradual drop in accuracy and productivity. This
becomes, then, a company liability and reflects poorly on management. In consumer service fields, it can lead to a decrease
in customer satisfaction and therefore directly impact your company’s revenue.
Regardless of your firm’s industry, it is important that Executive Leaders take note of their employees’ workload and
respond quickly to feedback about being overworked. Remember: if you are a manager who avoids asking for long-term and
unabated overtime from employees, not only will you retain your excellent and hard-working employees, but you will also
be protecting your firm as well as your own management reputation.
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