Best Results Organizing

WHAT IS TOXIC PRODUCTIVITY?

Productivity is a good thing, right? You’re hitting the goals you (or your team, or your boss) set, you’re working effectively (on the right things) and efficiently (zooming steadily toward your accomplishments). What could be bad?

Toxic productivity is when that drive to be productive is taken to unhealthy extremes. In a toxic work environment, employees lose motivation and self-esteem due to the external forces created by employer policies and/or management, as immediately recognizable in the now-classic Office Space.

However, toxic productivity can also stem from unhealthy expectations for what personal productivity should look like, and this can be driven by the workplace, by parental and educational influences since childhood, and even by genetic makeup.

Self-generated toxic productivity reads as workaholism, a drive not only to be productive at all times (and sometimes at all costs), but to appear productive at all times. In the past year, it has been called productivity dysmorphia, an expression which if not coined, was certainly popularized by Anna Codrea-Rado. (We’ll dig deeper into her article next time!)

Because it is the impulse for productivity as a process, rather than the achievement of the end result, that characterizes a sense of success, for someone suffering toxic productivity, there’s no sense of satisfaction. For the workaholic, there’s always an aching pit in the stomach that the end result could have been better or that they could have accomplished more. There’s no joy in crossing the finish line, because there’s always another finish line.

Those dealing with workplace-driven toxic productivity may fear losing seniority status or career security if productivity decreases. But for those whose identities are tied to what they have accomplished, self-esteem is often derived from getting stuff done, so it can be hard to find a personal off-switch. Work/life balance — a dubious concept in the first place — is hard to achieve when you identify your value in life by what you achieve at work.

Are you asking, “What’s the problem?” Focusing on productivity means high achievement, and if your sense of self is measured by what you achieve, how will you ever get off that roller coaster? How will you ever stop chasing the high of “having done the thing” you set out to do? When do you get to breathe?

If you always feel that you should be getting more done, you may feel guilty when you’re not producing — and this can include needing that sense of accomplishment through housework, hobbies, or any competitive impulse where the drive eclipses the enjoyment.

If you feel more and more worn out rather than energized by whatever you do, that’s toxic. And like any poison, it will drain you of your vitality.

An obsession with productivity can not only lead to a lack of productivity, but can eventually cause leisure sickness, where during your downtime, with family, or while on vacation, you’re unable to relax and enjoy the moment, as you may become disconnected from the idea of existing without working toward a productive end.

Today’s post is going to focus on toxic productivity in the workplace, and what’s being done to countermand it. Next week, we’re going to dig deeper and look at how we can target toxic productivity and productivity dysmorphia at the individual and societal levels to be productivite in a more healthy way.

TOXIC PRODUCTIVITY AROUND THE WORLD

Have you ever heard of 996? China made the news last year because many workers were on a 996 schedule, working 9 a.m. to 9 p.m., six days a week! 

Meanwhile, in Japan, there’s a corporate culture that leads to workers performing up to 80 hours of overtime, often unpaid, each month. It’s called Karōshi, “death by overwork,” and it’s marked by an extreme performance of company loyalty, both on and off the clock. Employees, legally granted twenty vacation days per year, regularly fail to take half of them.

For what it’s worth, this overwork doesn’t help Japan’s productivity, which falls behind the United States, France, Germany, Italy, the UK, and Canada. 

Lest you think that this is only a problem in the Far East, be assured that this kind of toxic productivity is alive and not-so-well right here in the United States. For example, according to Project Time Off, in 2016, 55% of Americans did not use all of their paid time off. That’s 658 million unused vacation days, one-third of which did not roll over to the next calendar year or get reimbursed financially. Poof. That time off just disappeared, and the dollar value of that time went into company coffers.

In 2019, the last pre-pandemic year on record, 768 million vacation days went unused — and less than a quarter of Americans used all of their available paid vacation! Oddly, a 2019 study showed that one in three Americans would be willing to take a cut in pay in order to get unlimited vacation days. This is pretty puzzling. Workers want more vacation, but they’re unwilling or unable to take all of the paid days they have!

Why might this be? A recent TikTok (sigh, yes, I’ve become one of those people) showed an imagined conversation. A representative of Human Resources was cheerleading the advent of summer work hours, where staff would be allowed to leave at 3 p.m. on Fridays. Dubious, the worker asked if workload expectations would be scaled back accordingly.

The “boss” character noted that staff would be encouraged to work late on Thursday evenings to make up the workload. After the employee pointed out the irony, the boss character noted that, simply put, they wanted both the same level of productivity and credit for offering work/life balance.

The grim humor aside, this is the reality for most workers, and it’s not just about vacation hours. More and more, I’m seeing articles about “sad desk salads,” popularized by the Jessica Grosse novel of the same name.

From Life Is Too Short for Work Salad to The “Sad Desk Lunch” is Now Even More Depressing as Employees Return to the Pandemic-Era Office to this older (not-entirely-comedic) video, Sad Desk Lunch: Is This How You Want to Die?, the toxic drive for productivity (or to appear productive) is dangerous.

The problem isn’t salad, but dining at one’s desk while continuing to work through lunch. We know the continued sitting is bad for physical health. The lack of socializing (even for introverts) and inability to take cognitive breaks from labor (and physical breaks from the workplace to get fresh air) are bad for mental health.

None of this is new. Workers’ fears of being replaceable and the corporate message of being a “company man” or “company woman” have been around for a long while. And now, there’s an overwhelming uncertainty as we struggle through a third summer of COVID and into inflation and a prospective recession. (Sorry, this isn’t the usual chirpy Paper Doll topic!)

Of course, if there’s been one positive of the these past 2 1/2 years, it’s that workers are no longer willing to be taken advantage of. I’m sure you’ve noticed that there are fewer cashier lanes open in stores, and most restaurants have signs on the front door, warning patrons that they are short-staffed. While I don’t want to get political, I completely agree with this tweet:

Periodic reminder: there is no labor shortage. There is a shortage of jobs that treat workers with dignity and an excess of corporate greed.

— Robert Reich (@RBReich) June 10, 2022

CONQUERING TOXIC PRODUCTIVITY FROM THE TOP DOWN

The tweet’s point is apt, but the question becomes, how can we maintain healthy productivity in the face of corporate greed?

In the middle of the 20th century, that was a role filled by unions. Now, productivity will be controlled in three ways: by governments setting policies for the betterment of society, by companies recognizing their long-term self-interest in treating employees better, and by individuals either working from within to change company culture or leaving for different workplaces or starting their own businesses.

(Full disclosure: A little more than twenty years ago, I left a toxic industry, and a particularly toxic workplace, and became a professional organizer. The impact on my physical and mental health was an absolute net positive. But, of course, becoming self-employed is not a panacea for everyone, as we’ll discuss in greater detail in next week’s post.)

Japanese efforts to counter Karōshi were iffy at best; they mandated that employees took their vacation days and set corporate office lights on timers to go off at 10 p.m. And, like the TikTok example, they shortened work hours on the last Friday of some months, but it turns out this was more of a marketing effort to get workers to use their off hours to shop!

So what might actually work?

Curtailed Office Hours and Remote Work

You may have seen on the news last week that 70 companies of varying sizes, from mom-and-pop restaurants to corporate entities, in the United Kingdom are testing 4-day workweeks this summer. Like the TikTok example with a token carving away of two hours, these blue-collar and white-collar workers will be paid for their usual (generally, 40) hours per week, but will only have to show up for 80% (so, generally 32 hours); in most cases, the same level of productivity will be expected.

On the one hand, this will give parents the opportunity spend more time with their children, and all workers the chance to make medical appointments and attend to other life necessities. On the other hand, if workers are on-site (whether in offices, restaurants, or stores), they’ll lack the appealing flexibility of work-from-home jobs that became so popular during the earlier stages of the pandemic.

And the research does overwhelmingly show that WFH office workers did not need micromanaging and were as, or more, productive than when they were in the office. Indeed, an Owl Labs study found that, “On average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.” 

That said, there are people who missed the camaraderie of the office and the transitional headspace of commutes. Remote work is one way to improve working satisfaction and defuse the toxic productivity bomb, but it isn’t a solution for everyone.

Better Work/Life Boundary Expectations

In 2016, France took a different approach. Recognizing that the digital, always-on era means that office employees can’t achieve “work/life balance” if there’s increasingly little daylight between their “work obligations” and their actual lives. So, France amended its labor laws such that in any company of 50 employees or more, you cannot email an employee after official work hours. 

BOOM!

French Café Photo by Stephanie LeBlanc on Unsplash

Imagine leaving work, going to a café, and not having to be bothered about work until the next workday!

This “right to disconnect” rule isn’t the only thing France has done to improve quality of life. All workers get 30 paid vacation days a year and 16 weeks of fully paid family leave. For comparison, the United States has no nationally guaranteed paid vacation policy and no national policy guaranteeing any paid family leave. Just saying.

Oh, and in case you didn’t make it to 1:48 into the video at the top of this post, France is second only to the US in terms of productivity (GDP per hour worked).

A year after France created this right to disconnect, Italy did the same, and then Spain! In 2018, Belgium followed suit, announcing that 65,000 federal civil servants would no longer have to answer calls or emails from their bosses outside of working hours. Portugal passed a labor code banning employers from pestering employees during their “rest period” except for emergencies, and this applies to both office workers and remote workers. Managers who breach the policy can be fined!

Oh, and last year? Ireland instituted a right to disconnect rule applying to all employees. Your boss can’t contact you by email, phone, or text during your off hours. 

Does your workplace (or nation) have any policies that ameliorate the tendency toward toxicity? Please share in the comments, below.

Next week, we’re going to continue this series by delving more deeply into what we, individually, can do to shut down personal tendencies toward toxic productivity and reverse productivity dysmorphia. We will examine:

• Healthy productivity strategies
• Ways to unplug from work and from a sense of obligation to do rather than just be
• Beneficial habits and routines
• A reading list for seeing yourself, and what you accomplish, in a more wholesome way.