Business

Why Overworking Is Bad for Workplace Health and Safety?

With the right online health and safety training, employers and managers can also learn to spot signs of overwork and implement policies to ensure that w…

Published

3 years ago

June 10, 2021

Harrry leo

Why Overworking Is Bad for Workplace Health and Safety

Many people – both employers and employees – believe that working long hours is proof of their strong work ethic and a way of demonstrating value to their company. One study found that full-time employees in the UK work an average of 42 hours a week, almost two hours more than employees in the EU.

But does more hours on the job actually translate to higher productivity? It’s quite unlikely. In fact, overwork can have negative consequences on a person’s performance and health.

In recent years, researchers have discovered that working long hours is associated with a number of different health issues. Some of the physical diseases strongly correlated with overwork include an increased risk of stroke, heart disease and diabetes.

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A wide range of mental health disorders including depression, anxiety and substance abuse are also prevalent among over workers.

It’s clear that people are eager to work longer hours to impress managers, get more work done, and add value to their organization. But due to the health and safety risks involved, overworking can have a detrimental effect not only on the individual, but also on the company as a whole.

The good news is that burnout and all of the health risks that go with it are entirely avoidable. By enrolling in health and safety courses, employees can educate themselves on the risks involved and take steps to prevent overworking.

With the right online health and safety training, employers and managers can also learn to spot signs of overwork and implement policies to ensure that workers stay safe and healthy and work reasonable hours.

While it might seem reasonable to think that working longer hours results in greater productivity, the opposite is actually true. Studies have shown that the sweet spot for productivity is between 35 – 49 hours per week. Once you start working more than 50 hours, there’s a steep drop off in the quality of the work.

But what about quantity? Even if the work is of lesser quality, surely more work is being done? Not quite. One study conducted by a professor at Boston University’s Questrom School of Business, found that managers couldn’t tell the difference between employees who actually worked 80 hours a week and a sample group who just pretended to.

It wasn’t obvious that employees who worked longer hours accomplished more than the employees that worked fewer. This suggests that productivity is less about the number of hours worked, but rather dependent on the quality of those hours.

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Overwork Affects Both Employees and Organizations

The problem is that overwork isn’t simply wasted time, it’s also detrimental to the health of employees and the companies they work for. The list of ailments associated with overwork is long, detailed and very-well studied.

One study on British civil servants conducted in 1985 found that those who worked more than 55 hours a week found an association between overwork and cognitive decline. Other studies conducted by the Finnish Institute of Occupational Health found that overwork and the resulting stress can lead to all sorts of health problems. These include:

Impaired sleep
Exhaustion
Depression
Anxiety
Heavy drinking
Diabetes
Impaired memory
Heart disease

While these disorders are terrible in their own right, they’re also extremely bad for a company’s profits and productivity. Employees who suffer as a result of overwork are more likely to be absent from work and perform more poorly when they do show up. This can lead to higher employee turnover and greater health insurance costs.

Overwork Can Negatively Affect Productivity

Even if health and safety wasn’t an employer’s responsibility, the obvious financial consequences of overwork should raise many alarms, and motivate organizations to implement measures to prevent it.

This isn’t new knowledge. It’s something that has been known since the 19th century, when factory owners limited hours to 10 and then 8 hours. Once these measures were administered, owners discovered that output actually increased. Accidents decreased and expensive blunders were avoided, which led to an overall increase in productivity and profits.

Ways to Promote Healthy Work-Life Balance

In order to make sure that employees don’t overwork, it’s up to employees to implement policies and set standards that promote a health work-life balance. As we discussed above, this not only benefits the employees, but results in tangible, long-term gains for the company as well.

Providing your employees with the necessary training and knowledge about the dangers of overwork is the first step to preventing it. Human Focus provides a number of different online health and safety courses aimed at educating employees about how to maintain their mental and physical health at work.

In addition to undertaking this online health and safety training, managers and employers can also take a number of actionable steps to help promote a healthy work-life balance. These include:

Speaking to your workers about their needs and workloads

Have your workers fill out a survey about work-life metrics of your company – such as hours worked, flexible work hours, family support. This will help you identify the specific areas in which your company needs to improve to accommodate your workers.

Learning how to spot burnout

It’s likely that your employees won’t admit (or aren’t even aware) that they’re close to burnout. It’s up to you to recognize the early signs of burnout so you can intervene and prevent it. Try suggesting that your employee take a few days off or distribute their projects to co-workers.

Employing flexitime and work-from-home policies

Giving your employees agency over how many hours they want and the option to work from home will give them way more flexibility. This will incentivize them to live their lives outside of work and step away from their laptops from time to time.

Judging employees on performance and productivity, not hours worked

Many employees feel the need to work longer hours to demonstrate their worth to the company. Make it clear that assessment reviews take into account performance and quality rather than overtime and hours worked.

Encouraging vacations

Staff sometimes feel the need to not take holidays for fear of letting the team down. Speak to your team and let them know that it’s perfectly okay to take vacations, and encourage them to take time off regularly to recharge.

Restricting employee hours

Implement policies that restrict the number of hours that an employee can work without affecting their mental or physical health. According to the Working Time Regulations, most workers should not have to work more than an average of 48 hours a week.

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David Beckham, Soccer Legend, Sues Hollywood Star Mark Wahlberg for Allegedly Defrauding Him of $16.4 Million

Published

21 hours ago

April 23, 2024

Manoj Nair

David Beckham, Soccer Legend, Sues Hollywood Star Mark Wahlberg for Allegedly Defrauding Him of $16.4 Million

Former deep friends and business associates, soccer legend David Beckham and Hollywood star Mark Wahlberg, are now crossing swords, with the former suing the latter over an £8.5 million ($16.4 million) dispute.

David Beckham Lawsuit Against Mark Wahlberg’s F45 Training Company

In his lawsuit, David Beckham alleges that Wahlberg’s F45 Training Company behaved fraudulently and misled during business transactions.

The lawsuit also names Wahlberg’s Mark Wahlberg Investment Group (MWIG), and F45’s founders, Adam Gilchrist and Rob Deutsch, as defendants.

The legal battle between Beckham’s firm, DB Ventures Ltd, and Wahlberg’s F45 Training began in 2022 and was later joined by Australian golf entrepreneur Greg Norman. However, the Judge directed the two parties to present their cases separately. Both Beckham and Norman alleged in their filings that Wahlberg misled them into becoming brand ambassadors. Beckham also claimed in the filing that he lost over £8.5 million because he did not receive the promised shares just before their value plummeted.

Beckham’s company, DB Ventures Ltd, had signed a deal with F45 Training, a company in which Wahlberg has a 36% stake and also serves as the chief brand officer. Beckham’s association with Mark began when he moved to California to play for the L.A. Galaxy and became F45’s Global Ambassador. Beckham, who has millions of social media followers, immensely benefited F45 through this association. However, Beckham never received the $10 million he was promised, and subsequently, the company’s shares tanked.

Wahlberg has refuted all the allegations as baseless and called for the lawsuit to be dismissed. He added that Beckham’s company is blaming everyone but not examining its own actions. Relations between Wahlberg and Beckham were very cordial, and the two were neighbors when the former English footballer moved to Los Angeles in 2007, residing in the same Beverly Hills location. Beckham also promoted F45 on social media, including Instagram, but the posts have since been deleted.

Beckham’s wife, Victoria Beckham, celebrated her 50th birthday on Saturday at a club called Oswald’s, along with her family, including her children Brooklyn, Romeo, Cruz, and Harper. The birthday party was also attended by her former Spice Girl bandmates Emma Bunton, Mel C, Mel B, and Geri Horner. The guest list also included Eva Longoria, Gordon Ramsay, and Tom Cruise.

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Rizwan Sajan Net Worth 2024: How Much is the Indian Businessman Worth?

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2 days ago

April 22, 2024

Vishnu Chaudhary

Rizwan Sajan Net Worth 2024: How Much is the Indian Businessman Worth?

Who is Rizwan Sajan?

Rizwan Sajan is a distinguished Indian entrepreneur renowned for his founding role in The Danube Group, a leading building materials company based in Dubai. Despite humble beginnings, Sajan’s journey exemplifies resilience, determination, and the transformative power of entrepreneurship.

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A post shared by Rizwan Sajan (@rizwan.sajan)

Rizwan Sajan Career

Sajan’s career trajectory reflects a remarkable rise from modest origins to entrepreneurial success. Starting as a hardware store employee in Dubai during the early 1990s, he laid the groundwork for his future endeavors. His entrepreneurial spirit led him to establish The Danube Group in 1993, marking the beginning of his pioneering journey in the business world.

Rizwan Sajan Net Worth

As of 2024, Rizwan Sajan’s net worth stands at a staggering Rs 18,000+ crores. This substantial wealth places him among the elite echelons of business magnates globally, underscoring his exceptional achievements and contributions to the industry.

Rizwan Sajan Age

Born on August 8, 1963, Rizwan Sajan is currently 60 years old, symbolizing a lifetime of dedication, perseverance, and entrepreneurial prowess.

Rizwan Sajan Family: Wife and Children

Sajan cherishes a strong familial bond with his wife, Sameera Sajan, and their son, Adel Sajan, who is married to Dr. Sana Sajan. Their close-knit family dynamic underscores the importance of love, unity, and support in Sajan’s personal and professional life.

Rizwan Sajan Height and Weight

Specific details regarding Rizwan Sajan’s height and weight are not widely available, emphasizing the focus on his accomplishments rather than superficial attributes.

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Net Worth

Karl-Erivan Haub Net Worth 2024: How Much is the Former Managing Director of the Tengelmann Group Worth?

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Karl-Erivan Haub Net Worth 2024: How Much is the British musician and bassist Worth?

Who is Karl-Erivan Haub?

Karl-Erivan Haub, a prominent figure in the German retail industry, was born into the influential Haub family on September 29, 1932, in Wiesbaden, Germany. He was the son of Erich Haub and Elizabeth Haub (née Schmitz-Scholl), belonging to the esteemed Mülheim family Schmitz-Scholl, renowned founders of the Tengelmann grocery chain.

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Karl-Erivan Haub Career

Haub’s career trajectory was marked by his dedication to the Tengelmann Group, one of Germany’s largest retail entities. After completing internships in the United States and obtaining a degree in economics from the University of Hamburg, Haub joined the family business in 1963. He ascended to the position of managing director in 1969, steering the company’s strategic direction towards retail trade expansion. Notable milestones include the acquisition of The Great Atlantic & Pacific Tea Company in 1979, which cemented Tengelmann’s international presence.

Karl-Erivan Haub Net Worth

At the time of his passing in March 2018, Karl-Erivan Haub left behind a significant net worth of $6.4 billion. However, recent developments have sparked intrigue, with reports surfacing of his alleged reappearance in Moscow after being declared legally dead in 2021. The circumstances surrounding his net worth remain uncertain amidst this perplexing saga.

Karl-Erivan Haub Age

Born on September 29, 1932, Haub would have been 91 years old in 2024 if he had not been declared legally deceased in 2021.

Karl-Erivan Haub Family: Wife and Children

Haub was married to Helga Otto in 1958, and together they had three sons: Karl-Erivan, Georg, and Christian W.E. Haub. His dedication to family and philanthropy underscored his personal and professional endeavors, leaving a lasting legacy beyond the business realm.