Summary:
Scott Kuru recently called for people not to hire anyone looking for work-life balance, sparking a discussion on topics such as ambition, productivity, and mental health. He also made a LinkedIn Post Saying, “Never Hire Anyone That’s Looking For Work Life Balance,” and It Backfires. Kuru’s post emphasizes the importance of maintaining a healthy harmony between employers and employees. The American Psychological Association (APA) defined burnout is an “occupational phenomenon” by the World Health Organization (WHO), which is characterized by physical and emotional exhaustion, decreased motivation, and lower performance at work. Research has shown that when we are actively engaged in activities that require effort, we are more likely to be happier than those who are not.
This is close to the psychological concept of eudaemonic happiness, which is the sort of happiness we derive from optimal functioning and realizing our potential. The post on LinkedIn has received many reactions from people around the world.
Burnout is becoming increasingly common among young people, with more than half (59%) of American workers experiencing at least moderate levels of burnout. Mental health is on par with the levels reported in 2020 at the height of the COVID-19 pandemic, and mental health issues have had a significant increase in the performance of nearly half (46%) of the U.S. workforce in the past year.
Unfair treatment at work, an unmanageable workload, unclear communication from managers, lack of manager support, and unreasonable time pressure were found to be the main causes of burnout. According to Gallup’s State of the Global Workplace: 2022 Report, managers can predict 70% of the variance in team engagement by getting to know the boss, which is expensive. Employees who are not engaged or who are actively disengaged cost the world $7.8 trillion in lost productivity.
Key takeaways from the article:
- CEO Makes A LinkedIn Post Saying “Never Hire Anyone That’s Looking For Work Life Balance,” And It Backfires Rokas Laurinavičius and Austėja AkavickaitėWith 24/7 connectivity, it is easy for work to invade our personal time and cause burnout.
- So maintaining a healthy harmony between the two has become a high priority for many.
- The property investor and business mentor, who is highly active on social media, recently turned to LinkedIn to share his thoughts on the issue, advising people to “not hire anyone who is looking for work-life balance.
- Researchers have demonstrated not only that labor leads to validation but that, when these feelings are threatened, we’re particularly drawn to activities that require effort – often some form of work – because these highlight our ability to shape our environment, confirming our identities as competent individuals.
- This was demonstrated by a series of experiments in which participants had the option to be idle (waiting in a room for 15 minutes for an experiment to start) or to be busy (walking for 15 minutes to another venue to participate in an experiment).
- Even though few participants chose to be busy unless they were forced to make the walk or given a reason to (being told there was chocolate at the other venue), the researchers found that, somewhat counterintuitively, those who did end up significantly happier than those who spent the 15 minutes waiting – no matter whether they had a choice or chocolate, or neither.
- The idea that work, or putting effort into tasks, contributes to our general well-being is closely related to the psychological concept of eudaimonic happiness – the sort of happiness that we derive from optimal functioning and realizing our potential.
- Burnout is broadly defined as physical and emotional exhaustion coupled with decreased motivation and lowered performance at work.
- The American Psychological Association (APA) said it “results from performing at a high level until stress and tension, especially from extreme and prolonged physical or mental exertion or an overburdening workload, take their toll.”
- In 2019, the World Health Organization (WHO) included burnout in its International Classification of Diseases and defined it as an “occupational phenomenon” (while also maintaining it is not a medical condition).
- Burnout has traditionally been associated with executives in industries that have a long-lasting culture of presenteeism, like law, consulting, and finance.
- However, it’s increasingly affecting different generational cohorts, especially young people, and is manifesting across an array of sectors.
- According to the nationally representative 2022-2023 Aflac WorkForces Report, more than half (59%) of American workers are experiencing at least moderate levels of burnout, a notable increase over 2021 (52%) and on par with the levels reported in 2020 at the height of the COVID-19 pandemic.
- It also found that employees are asking for mental health care in higher numbers than ever before.
- Mental health negatively affected the performances of nearly half (46%) of the U.S. workforce in the past year — a significant increase over 2021 (34%); More than half (51%) of employers recognize that employee mental health issues have affected their businesses over the past year; Nearly 80% of employees state that mental health coverage is critical, yet only 61% have access to mental health care as part of their benefits package.
- In one of the largest studies of burnout, Gallup found the biggest source was “unfair treatment at work.”
- That was followed by an unmanageable workload, unclear communication from managers, lack of manager support, and unreasonable time pressure.
- A manager’s effect on a workplace is so significant that Gallup can predict 70% of the variance in team engagement just by getting to know the boss.”
- Employees who are not engaged or who are actively disengaged cost the world $7.8 trillion in lost productivity, according to Gallup’s State of the Global Workplace: 2022 Report.
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