THE KILLING WORKPLACE

I have experienced it many times. I have written about it many times. Nothing changed yet. Of course not! Even in times of pandemic, a workplace remains as a workplace. Even as a home office.

Fact is, nowadays, the modern workplace can inflict dangerous levels of stress on employees even more than decades ago. Jeffrey Pfeffer, author of "Dying for a Paycheck" , argues that these practices don’t help companies – and warns governments are ignoring an emerging public health crisis. Jeffrey Pfeffer is not the only one. Hundreds more followed Pfeffer's footsteps. 

We’ve all fallen victim to a job that seemed to suck the souls out of us. You might know the feeling — undue stress, high expectations, little return for hard work and so on. In a society that values hard work and professionalism, it can be difficult to recognize you’re in one of these toxic work situations.

Perhaps you’re the loyal type who’ll do anything for your employer, no matter the personal cost. Or the income is great, so you suffer through rough workdays to achieve your financial dreams. Others absolutely love their jobs but just can’t bring in the income they deserve. Whatever the reason, it might be time to let go of a toxic job if you find yourself saying "my job is killing me" and seek a better future. Here are five signs your job is killing you, along with how to find a better one.

It can be difficult to decide if you should stick through a rough patch at work or move on to something better. But how do you know if you should leave your job?  Here are some signs that your current job is not adding value to your life.

1. You dread going into work. It can take some time to get adjusted to a new job. But if you’ve been at it for months and still have trouble walking through the door without your chest tightening, it might be a sign that it’s time to move on. Don’t spend your life working at a job that fills you with constant dread.

2. There’s no opportunity for advancement. So, you’ve been with your company for some time, but it seems like you’ve hit a wall. Perhaps you’ve been passed on multiple promotions or you’ve asked for advancement opportunities and hit a dead end. Why stay at a job where you aren’t allowed to grow and achieve your very best?

3. You work with toxic people. Toxic people in the workplace can be a killer. Sometimes it’s just one or two coworkers who you can learn to live with. Other times, a manager or supervisor makes it impossible for you to succeed. You’ll probably never feel comfortable or happy in a workplace filled with negative energy.

4. The work is too easy or too challenging. Work with no challenges is boring. You need to face challenges so you can overcome them and grow in your confidence.  At the same time, a job that is much too challenging can make you feel incompetent and stressed. It’s important to find work that allows you to face and solve obstacles while not killing yourself in the process.

5. Work is impacting your personal life. If your job is causing so much chaos that you can’t sleep at night, it’s probably time to move on. Likewise, a job that cuts into your personal time can take a hit on your family and social life. Everyone needs downtime. Don’t let your job suck everything out of you.

When you’ve finally decided enough is enough, make sure to resign with grace. You don’t want to burn bridges, lose a potential reference or hurt your valuable reputation. Show your employer respect if you want to be respected in return.

Just because you’ve resigned doesn’t mean you should drop everything and skate through your last days. Show some self-respect by continuing to perform your job to your best ability. You are still being paid for your time, so make sure you are earning that pay fairly. Finish your last days with grace.

Of course, a stressful job can definitely affect your health negatively. People can only undergo a certain amount of stress before their bodies begin to suffer. Stress can cause headaches, insomnia and even paralysis when severe enough. It can also trigger symptoms of underlying mental illness. Overloads of stress can go as far as causing conditions like hypertension and stroke.

Of course it’s okay to quit! Not all employers and employees are good matches. Don’t spend your life being miserable because you feel obligated to stick with a dead-end job. Yes, your employer may be disappointed when you go, but that’s their problem, not yours. Just be sure you are quitting for the right reasons, not because of a personal vendetta. Also, make sure you’ve given a new job enough time to make an accurate assessment — it can take two or three months before you feel comfortable at a new job.

But some leaders are taking this idea of stewardship seriously. Companies such as Patagonia, Collective Health, SAS Institute, Google, John Lewis Partnership – which is employee-owned – and Zillow provide a template of what might be different. As I said, SOME leaders. Really only a very few. Not enough. I guess most leaders really don't care about their staff.

People get paid time off and are expected to use it. Managers don’t send emails or texts at all hours – people work, go home and have time to relax and refresh. The organisations offer accommodations so that people can have both a job and a family life. People are treated like adults and have control over what they do and how they do it to meet their job responsibilities, not micromanaged.

If your job is causing undue work stress in your life, take a moment to reassess the situation. It’s easy to have an overachiever mentality — until it makes you sick or shatters your personal life. Take some time to assess your life — your work responsibilities, your level of quality personal time and your health. If you want to be happy, it’s important to keep these areas of life well-balanced.

Most importantly, the companies are led by individuals who take their obligations to their people seriously. SAS Institute has a chief health officer whose job is not just to control costs but also to ensure employees are as healthy as possible.  Bob Chapman recognizes that everyone who comes to work at Barry-Wehmiller is “someone’s precious child” or family member.

People need to choose their employer not just for salary and promotion opportunities but on the basis of whether the job will be good for their psychological and physical health. Business leaders should measure the health of their workforce, not just profits.

And governments concerned about the health-care cost crisis need to focus on the workplace, because workplace stress is clearly making people sick. None of this is necessary – no one should be dying for a paycheck.

Killing Workplace

My column in Mindanao Daily Mirror

I have experienced it many times. I have written about it many times. Nothing changed yet. Of course not! 

Fact is, nowadays, the modern workplace can inflict dangerous levels of stress on employees even more then decades ago. Jeffrey Pfeffer, author of "Dying for a Paycheck" , argues that these practices don’t help companies – and warns governments are ignoring an emerging public health crisis.

Jeffrey Pfeffer is not the only one. Hundreds more followed Pfeffer's foot steps. 

An Uber software engineer making a six-figure income killed himself in 2016, with his family blaming workplace stress. A 21-year-old Merrill Lynch intern collapsed and died in London after working 72 hours straight. When Arcelormittal closed a steel plant that it had taken over, a 56-year old employee died of a heart attack three weeks later. His family said it was the shock. And the European Agency for Safety and Health at Work has reported that over half of the 550 million working days lost annually from absenteeism “are stress related”. 

I apologize, but I am still waiting for Asian figures.

In 2015, an analysis of almost 300 studies found that harmful workplace practices were as bad for mortality, and as likely to lead to a physician-diagnosed illness, as second-hand smoke, a known – and regulated – carcinogen.

Harmful workplace practices include things like long working hours, work-family conflict, economic insecurity arising from job losses and not having regular or predictable work hours, an absence of job control and, in the US, not having health insurance.

Your supervisor is more important to your health than your family doctor. That's not my quotation but by Bob Chapman, CEO of Barry-Wehmiller.

The workplace is making people sick and even killing them – and people should care. With rising health-care costs all over the world, the workplace has become an important public health problem. “According to the Mayo clinic, your supervisor is more important to your health than your family doctor,” Bob Chapman, CEO of the manufacturing firm Barry-Wehmiller, told the entire world.

The World Economic Forum estimates that some three-quarters of health-care spending worldwide is for chronic disease and non-communicable diseases account for 63 percent of all deaths. Chronic disease comes from stress and the unhealthy behaviours such as smoking, drinking, taking drugs and overeating that stress induces. Numerous surveys show that the workplace is a leading cause of stress, and it is thus one important cause of the health care crisis.

The aptly-named American Institute of Stress claims that workplace stress costs the American economy some $300bn each year. A paper I co-authored in a leading peer-reviewed journal estimated that there were 120,000 extra deaths annually in the US from harmful management practices, and that extra health-care costs were $190bn each year. That would make the workplace the fifth leading cause of death, worse than kidney disease or Alzheimer’s. In the UK, the Health and Safety Executive reported that 12.5 million working days were lost from work-related stress, depression or anxiety in 2016-2017. 

Work practices that are bad for people don’t even help the company. Very clear. But who cares?

None of this is necessary, because the work practices that are bad for people don’t help the company, either. Long working hours are negatively related to per-hour productivity at the both the national and industry level.  Although it may seem counterintuitive, layoffs or redundancies do not improve organisational performance and often drive the best employees to leave, and because of direct costs such as severance and indirect costs such as losing people with strong relationships with customers, frequently do not even save money.  For decades research has shown that giving people more control over how and when they do their jobs increases motivation and engagement.

Not surprisingly, stressed employees are more likely to quit – and turnover is expensive.  And systematic research demonstrates what ought to be obvious – sick, stressed employees aren’t as proficient or productive in their work as those that are healthier. Look into a mirror! Maybe you feel the same while reading this.

Every indication is that work is getting worse. Job cuts, which used to occur only in tough economic times, are now routine. When 3G Capital combined food giants Heinz and Kraft, 20 percent of the workforce got the axe as the company consolidated manufacturing and removed overlapping functions.

The “gig economy” means that economic insecurity is higher as people don’t know what their income will be from one week to the next. Scheduling software that permits retailers and other businesses such as hotels and restaurants to have only the people that analytics predict will be needed means that workers often face fluctuating incomes and don’t have much ability to arrange for coping with family responsibilities.

Few leaders seem to understand that when people come to work for them, those individuals have placed their physical and psychological well-being in the leaders’ hands

Most fundamentally, in the 1950s and 1960s CEOs saw their job as balancing their obligations to shareholders, customers, employees and the community – so-called “stakeholder capitalism”. Now shareholder interests dominate. Few leaders seem to understand that when people come to work for them, those individuals have placed their physical and psychological well-being in the leaders’ hands.

But some leaders are taking this idea of stewardship seriously. Companies such as Patagonia, Collective Health, SAS Institute, Google, John Lewis Partnership – which is employee-owned – and Zillow provide a template of what might be different. As I said SOME leaders. Really only a very few. Not enough. I guess most leaders really don't care about their staffs.

People get paid time off and are expected to use it. Managers don’t send e-mails or texts at all hours – people work, go home and have time to relax and refresh. The organisations offer accommodations so that people can have both a job and a family life. People are treated like adults and have control over what they do and how they do it to meet their job responsibilities, not micromanaged.

Most importantly, the companies are led by individuals who take their obligations to their people seriously. SAS Institute has a chief health officer whose job is not just to control costs but also to ensure employees are as healthy as possible.  Bob Chapman recognises that everyone who comes to work at Barry-Wehmiller is “someone’s precious child” or family member.

People need to choose their employer not just for salary and promotion opportunities but on the basis of whether the job will be good for their psychological and physical health. Business leaders should measure the health of their workforce, not just profits. 

And governments concerned about the health-care cost crisis need to focus on the workplace, because workplace stress is clearly making people sick. None of this necessary – no one should be dying for a paycheck.