I’m a runner. Not a fast runner. But a runner nonetheless.
After years of marathons, I’ve figured out that if I run at a 9-minute mile pace, I can do any distance without bonking or getting hurt.
We should have the same mindset when it comes to finding the right work pace. Your mind and body are a system. Just like in running, if you go too fast for too long, you’ll burnout. But at the same time, you don’t want to go too slow, because then you’re not reaching your full potential.
In many cases, the moment-to-moment work pace is out of our control. When a crisis hits or an urgent request comes in we must do our best to keep up. But across time, our work pace is still up to us.
When we do have autonomy, we should be filtering work in ways that align with our work pace. When we don’t have autonomy, and the work pace is overbearing, you have two choices: you can either hang on for the ride and inevitably crash sooner or later, or you can proactively look for a job that has a different pace.
Find your pace and the job and work environment that supports that pace, and stick with it.
Being a workaholic entails working so much that it becomes detrimental to your personal health or your social relationships. It also entails the inability to slow down even though you know it will have a detrimental impact on your life.
Alternatively, loving your work, working hard, or working long hours does not automatically mean that you are a workaholic. Work can be fulfilling and meaningful. It can also add to our sense of security by way of increased income, reputation, or social capital.
If you simply love your work, but you’re not addicted to it, keep it up. Don’t let others shame you into working less. The goal here is to set boundaries and ensure that your workload doesn’t sneak up on you and become detrimental to your well-being.
If you are a workaholic, it’s important to get to the source of the issue. In most cases, it’s a complicated array of individual characteristics like self-esteem, security needs, and ego, and organizational pressures like unrealistic work demands and flawed reward systems.
Definitions matter. Be honest with yourself - are you a workaholic or a happy worker? This will ensure that you self-regulate in ways that are productive.
A little over one hundred years ago, a New England mill instituted the five-day workweek to accommodate Jewish and Christian day of rest observances.
One hundred years later, this five days on, 2 days off cadence still exists but is somewhat blurred. Thanks to the Internet, then mobile devices, and now the COVID-induced momentum towards virtual work, employees are more likely to sprinkle their work across all their waking hours (I.e., not just “9 to 5”)and across the seven days of the week.
Would it be so bad to work every day? I typically put in somewhere between 2 to 4 hours on Saturday and Sunday. Why not? I have relatively little, if any, emails, calls, or meetings on those days, so I’m very productive.
Additionally, because I work few hours during the traditional five-day workweek, I get more time to knock out non-work tasks, take breaks, and most importantly, spend time with family.
I find it somewhat odd that organizations are going the other direction and experimenting with a four-day workweek. This just means even more hours crammed into fewer days. Most of the time it doesn’t work because the marketplace demands quick responses.
I know that not everyone has the luxury of choosing when they work. But I can’t help be curious why more people don’t try working fewer hours each day, but six or seven days a week. For me at least, I don’t “work for the weekend.” I get my work done when I can so that I can live my life every day.
It’s late, you’re tired, and your inbox is still overflowing with unread messages. This is the moment where you decide whether it’s better to power through or power down.
On the one hand, you could power through in order to stay on top of things. There is value in that approach because maintaining control limits stress. Further, for better or worse, business rewards productivity.
On the other hand, you could power down to maintain sanity. There is value here in that rest and recovery are critical for maintaining one’s well-being. Further, it prevents burnout, which is connected to major episodes of productivity derailment.
So what should you choose?
Typically, our personal characteristics drive this decision. Things like personality, motivation, and the like.
What we should be incorporating into this decision are situational elements. Can certain people wait for your response? What does your calendar look like over the next few days? How have you been doing lately on sleep, stress, and overall well-being?
When in these moments of deciding whether to power through or power down, consider the context and implications of your decision.
I once saw a pinned tweet that essentially said the following:
“I love my job. I love to work. I’d work 100 hours a week if I could. But I also want to take lunch with a friend at a moment’s notice. And if a family member is sick, I want to take an entire month off and never check my email.”
While this example is relatively extreme, I think it nicely summarizes a paradox of working in the 21st century. Our willingness to work extremely hard is tied to how much flexibility we have.
For many, it’s more likely that we work somewhat hard and we have some degree of flexibility. Organizations aren’t just going to give employees extreme flexibility. That’s too expensive.
But if employees, in mass, staring demanding it - and offering extreme levels of commitment in return - it might just happen.
We just can’t help comparing ourselves to others.
It’s not your fault - it’s innate.
From an evolutionary psychology perspective, comparing one’s self to others ensures that we are doing the right things (and not doing the wrong things) in order to survive.
The problem is that in a world where we’re all doing relatively fine, this tendency is problematic.
We take a hit to our self-esteem when we compare to people that are "better" than us.
To ensure that social comparisons are helpful instead of hurtful, we have to take the thought process a step further.
What sacrifices have they made? Is that really what I want? What knowledge, skills, or abilities do they have that I don’t? Is it realistic to acquire those talents?
Social comparisons can either be depressing or facilitate growth. The choice is yours.
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