The ‘work hard/play hard’ cliché of massive corporations is antiquated and dangerous, resulting in poisonous office cultures that in flip impression the underside line.
It’s time to drop the antiquated concepts and start the method of revitalizing the work tradition, says office tradition professional and bestselling writer Colin D. Ellis.
“What we need, Colin,” stated the CEO, as they leaned again of their chair forward of a tradition workshop I used to be main, “… is a good, old-fashioned, work hard/play hard culture.”
It is a mantra that’s been embraced by many organisations, promising a high-octane setting the place workers put in lengthy hours after which let off steam with boozy off-site retreats or raucous blissful hours spilling out onto pub-side pavements, speaking a few ‘job well done’.
But beneath the floor of this worn-out cliché lies a troubling fact: it’s a recipe for burnout, disengagement, and a poisonous work tradition that in the end harms the underside line.
The ‘work hard’ a part of the equation typically interprets right into a cycle of overwork, the place workers are anticipated to sacrifice their private lives and wellbeing within the identify of productiveness. This relentless grind can result in bodily and psychological exhaustion, elevated stress ranges, and a heightened danger of burnout. And when burnout units in, it’s not simply the workers who are suffering—the organisation feels the impression by worker absence, decreased motivation, creativity, efficiency and, in the end, missed outcomes.
However it’s the ‘play hard’ part that really reveals the insidious nature of this cliché. Too typically, the concept of ‘playing hard’ is code for extreme consuming, partying, and a common erosion of professionalism. This celebration of extra can breed an setting the place inappropriate behaviour is tolerated, and even inspired, below the guise of ‘letting off steam’. From sexual harassment to substance abuse, the implications of this poisonous tradition may be far-reaching … and devastating.
As not too long ago because the 2010s, these behaviours had been seen as half and parcel of everybody’s working life, as evidenced by one other all-too-common cliché, ‘If you can’t stand the warmth, get out of the kitchen’. Nevertheless, this isn’t the expectation anymore.
A secure, respectful working setting by no means was once a requirement of all workers. Now, it very a lot is. The #MeToo motion bolstered this requirement and now poisonous cultures—and the leaders that preside over them—are being known as out the world over.
This not solely impacts the repute of the leaders that preside over these cultures but in addition impacts share costs and income streams. Certainly, the Confederation of British Business (CBI) within the UK nearly went out of the enterprise in 2022 on account of its poisonous tradition and has nonetheless not totally recovered.
The work onerous/play onerous mentality reinforces a dangerous dichotomy—that work and play are inherently separate and opposing forces, moderately than complementary points of a balanced life.
This false dichotomy creates an unhealthy dynamic the place workers really feel they need to oscillate between extremes, moderately than discovering a sustainable center floor.
But, not solely have attitudes modified, however the best way that folks elevate their kids has too. My dad and mom didn’t inform me to ‘find an employer who respects me and whose values match mine’, but that’s what we’re telling our kids. We would like higher for them and we would like higher from the people who find themselves creating the environments by which they’ll work.
So, how can organisations break away from this antiquated and damaging strategy to work and create an organisation tradition that’s match for the long run? Listed here are a number of key factors to think about, that I discussed in dialog with the CEO:
- Outline a tradition of respect: You get the tradition you select to outline. Set up clear boundaries and expectations round skilled conduct and create an setting the place workers really feel secure and revered. Zero tolerance for harassment, discrimination, or any behaviour that undermines the dignity and autonomy of others.
- Lead by instance: Leaders should embody the values and behaviours they want to domesticate throughout the organisation. Mannequin wholesome work habits, set applicable boundaries, and create an setting the place workers really feel empowered to do the identical.
- Promote work-life integration: Recognise that work and life aren’t separate entities however moderately intertwined points of an entire. Encourage workers to discover a wholesome stability that permits them to thrive in each realms, with out sacrificing one for the opposite.
- Prioritise wellbeing: Shift the main focus from overwork to sustainable productiveness. Encourage workers to prioritise their bodily and psychological well being, and supply sources to help their wellbeing, resembling versatile work preparations, psychological well being help, and wellness initiatives.
By embracing these rules, organisations can start to dismantle the poisonous work onerous/play onerous tradition and domesticate a office that values sustainability, respect, and stability.
In doing so, they’ll not solely enhance the wellbeing and engagement of their workers however may also positively impression outcomes and place the organisation for long-term success in an ever-changing world.
Detox Your Tradition: Ship outcomes, retain workers, and strengthen your group’s repute (Bloomsbury UK) by Colin D. Ellis is out now on Amazon , priced £20 in hardcover, £18 as an eBook, and £15 as an audiobook. For extra data, go to www.colindellis.com or comply with Colin on LinkedIn, Instagram, Fb, or YouTube.
