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Managers and HR leaders can help employees by dialing down the demands they’re placing on people – ensuring that employee goals are realistic and rebalancing th

Managers and HR leaders can help employees by dialing down the demands they’re placing on people – ensuring that employee goals are realistic and rebalancing the workloads of employees who, by virtue of being particularly skilled or productive, have been saddled with too much. They can also try to increase the resources available to employees; this includes not only material resources such as time and money, but intangible resources such as empathy and friendship in the workplace, and letting employees disengage from work when they’re not working. By avoiding emailing people after hours, setting a norm that evenings and weekends are work-free, and encouraging a regular lunch break in the middle of the day, leaders can make sure they’re sending a consistent message that balance matters. Key point. In my experience, the high-productivity, high-engagement becoming the new baseline, and then the organization requesting the 120% of that, and repeat every six weeks, is the true killer.

wastedhours 7y ago
> 120% of that, and repeat every six weeks, is the true killer. This is what I try to get through to people - if you consistently deliver at 100%, that becomes the baseline and you'll be expected to stretch ever further with little to no extra incentive or support. Throughout my career I've always held back some level of skill, efficiency, or drive that I can break out as and when required on very particular projects. In the end, it's better for the company as I'm less likely to flame out. Obviously a lot of companies still operate on visibility and presenteeism over outcomes where it makes it harder, but take the damn lunch break now or you'll never be taking it.
- bassman9000 7y ago
  I've only recently learnt to step on the breaks to avoid the baseline reset. It's heart breaking to know you're not tapping your whole potential. Before that, every task, every project done, was an invitation to take on the next issue, non stop. People get used to piggyback on that. Pareto distribution is real.

wastedhours 7y ago

> 120% of that, and repeat every six weeks, is the true killer. This is what I try to get through to people - if you consistently deliver at 100%, that becomes the baseline and you'll be expected to stretch ever further with little to no extra incentive or support. Throughout my career I've always held back some level of skill, efficiency, or drive that I can break out as and when required on very particular projects. In the end, it's better for the company as I'm less likely to flame out. Obviously a lot of companies still operate on visibility and presenteeism over outcomes where it makes it harder, but take the damn lunch break now or you'll never be taking it.

bassman9000 7y ago
I've only recently learnt to step on the breaks to avoid the baseline reset. It's heart breaking to know you're not tapping your whole potential. Before that, every task, every project done, was an invitation to take on the next issue, non stop. People get used to piggyback on that. Pareto distribution is real.