In today’s competitive business environment, overtime work has become common. But, this ‘necessary’ part of working life can leave employees feeling pressured. For example, when surveyed, 84% of British workers felt ‘pressured’ to work overtime. The rise of remote and hybrid working has only exacerbated these issues, with employees feeling ‘constantly available’ without the boundaries of work and home settings.
While putting in a few extra hours might seem necessary, it can have significant implications. This blog covers the mental impact of overtime on employee well-being and how HR professionals can mitigate these negative effects.
Working overtime impacts the time we usually spend resting, taking care of ourselves and socialising. Without time to recuperate and decompress after work, anxiety issues and general stress can develop. In the short term, this leaves us feeling overwhelmed and can affect our relationships with others.
But, over time, this imbalance can cause chronic stress, which in turn can lead to more severe mental health problems like depression. When surveyed, 23% of employees cited overtime as a significant cause of their mental health issues.
Employees who consistently work overtime are also at a higher risk of burnout. Burnout is characterised by emotional exhaustion, detachment, and a sense of ineffectiveness. When workers were asked about the causes of their burnout, 45% mentioned unpaid overtime.
One key way HR professionals can mitigate these negative effects is by knowing the indicators of stress and burnout. It can manifest differently for different people, but here are some of the key ones:
By noticing these signs early, HR professionals can put measures in place and advocate for a better work-life balance in the workplace.
HR professionals play a key role in creating company culture and setting the standards for employee engagement and well-being. So, here are a few strategies to adapt to support this in the workforce.
One factor that pushes employees into unpaid overtime and a poor work-life balance is pressure. They might worry that they look lazy or unmotivated if they simply complete their work and log off. As an HR professional, it is partially your responsibility to quell these worries. It all starts with setting a good example and encouraging managers to do the same.
Ensure that the workload assigned to employees is manageable within their standard working hours. Unrealistic expectations and excessive workloads are primary contributors to overtime and stress. It’s also important to regularly review workloads and adjust them to avoid overburdening employees.
Promote the importance of taking regular breaks during the workday. Short breaks can help reduce stress and increase productivity. Encourage employees to step away from their desks, stretch, or take a walk. You can promote this by doing it yourself and gently encouraging those around you to join you.
Worries and pressure are often created in a vacuum, where people’s concerns are left to fester. So, create an environment where employees feel comfortable discussing their workload. Regular check-ins and an open-door policy can help employees voice their concerns and seek support when needed.
HR professionals should regularly measure and monitor employee well-being to improve employees well-being. Doing this both gives an overview of the mental health of the workforce and provides key metrics to justify strategies. HR professionals can gather this information through surveys, feedback sessions and regular meetings. This can also be a way to leverage technology in HR.
Technology can be both a benefit and a bane when managing workload and well-being. On one hand, it enables flexibility and remote working, which can enhance work-life balance. It can also provide HR professionals with the tools to monitor workload and its effects on the workforce.
On the other hand, the always-on culture can lead to employees feeling they must be available around the clock. HR professionals should encourage the mindful use of technology. Implementing ‘no email after hours’ policies or setting clear expectations about response times can help employees disconnect and recharge.
Balancing workload and well-being is a critical responsibility for HR professionals. By recognising the impact of overtime on mental health and implementing strategies to promote a healthy work-life balance, HR can help create a supportive and productive work environment. The benefits of this approach are clear: healthier, happier employees who are more engaged and productive.
Ultimately, a culture that values employee well-being is not just beneficial for individuals but also the organisation as a whole. Investing in mental health and work-life balance is an investment in the future success of the company. HR professionals are in a unique position to lead this charge, ensuring that the demands of work do not come at the expense of mental health.
Assad founded Phase 3 in 2004 and is responsible for the strategy, growth and finances of the business.
