Five ways to encourage employees not to work over-extended hours
One key factor contributing to workplace mental health issues is the culture of working long hours.
Working from home and smart technology have exacerbated that tendency to the point where there’s a real danger that many employees never really switch off from their job at all. So, what can be done to help them avoid working extended hours.
There are several ways that organisations can encourage employees not to work over-extended hours. For example, fully embracing flexible working so that team members can be part of projects no matter where they are located as well as building in breaks are effective ways to encourage more positive working practices. Also, getting to know your team and letting them be themselves will build trust, which has been seen to improve productivity in the workplace.
Managers need to know their team as individuals, so that they can encourage each person to play to their strengths. When people are doing what they’re best at, they’re engaged, energised – and less likely to procrastinate.
Partner, Leader of Workplace Health Consulting UK and Europe, Mercer Marsh Benefits
Five ways to make sure employees are not working too many hours.
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Managers need to know their team as individualsFirst, managers need to know their team as individuals, so that they can encourage each person to play to their strengths. When people are doing what they’re best at, they’re engaged, energised – and less likely to procrastinate.
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Control over their workflowIt is also really empowering, and reduces the likelihood of stress and overwork, when individuals have at least an element of control over their workflow. That can mean involving them in the design of their job, reviewing processes to improve efficiency, being able to call on additional support for the busiest periods, and acknowledging that some targets have more flexibility than others.
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Meetings and how they are conductedWhen flexible working arrangements are an integral part of the work environment, it’s important to give some thought to meetings and how they are conducted, so that team members are able to participate fully whether they are in the office or online. Issues such as the timing and location of meetings, and built-in breaks need consideration.
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Employees feel comfortable being themselvesResearch has shown that productivity is greater in workplaces characterised by trust, in which employees feel comfortable being themselves. In that kind of environment, teams are able to take risks without fear of negative comeback, and learn from mistakes to enhance the next idea, rather than having to cover up mistakes.
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Adapt and focus more on supporting and enabling outcomesThese key factors in today’s workplaces — engagement, control, flexibility, trust – require managers to adapt and focus more on supporting and enabling outcomes, rather than on micromanaging employees’ working practices or hours. The important thing is the work is done on time, that it’s great work – and that the team thrived in the process.