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Overwork is a state of exhaustion, sometimes associated with other disorders, which occurs because of a excess physical or intellectual activity. This is a situation that can be faced in your personal life, but also at work.
This definition tends to bring the concept of overwork closer to that of stress at work or of Burn-out. However, they are indeed 3 different things: stress is a punctual reaction in the face of pressure or a demanding situation, while burn-out represents the ultimate stage of overwork, because it is a real professional exhaustion, in particular marked by a total loss of energy, motivation and interest in work.
To better prevent and manage overwork in business, we will explore its warning signs, causes and consequences, and above all provide tips and ideas best practices for Human Resources, managers and employees.
Overwork sometimes sets in insidiously, without the person concerned or those around them realizing it. However, we know the main ones physical, emotional, and cognitive warning signs : here's what you need to pay attention to to detect overwork as early as possible.
On a physical level, overwork can occur in different ways depending on the stage of exhaustion and the individual. It is therefore common to feel Muscle pain, Headaches, of vertigo, to havehypertension, to suffer from digestive disorders, of dermatological problems, etc.
Fatigue and sleep disorders are another very common sign of overwork, as the body can no longer recover properly. The nights become restless, the sleep less restful, and the person wakes up already exhausted.
You should also pay attention to several emotional signals, such as irritability, anxiety, demotivation at work, etc. Not to mention the cognitive repercussions that can alert, such as difficulty concentrating And a memory impairment.
While some symptoms are fairly easy to detect, others are more subtle, but just as revealing. In the event of overwork, the individual has a particular tendency to Reduce social interactions little by little with colleagues, but also with family or friends. We then witness a gradual isolation, which only increases the discomfort by depriving the overworked individual of the support they may need.
Some changes in attitude, even subtle ones, can also indicate overwork at work: increased irritability, unusual restlessness, decreased motivation, impatience, etc.
It is also not uncommon for employees who suffer from overwork to self-blame: they no longer feel as capable and useful as before, and do not always understand what is causing their discomfort, but cannot get past it. Gradually, they lock themselves in a CCircle of guilt and powerlessness, which further worsens their mental exhaustion and their feeling of professional failure.
The causes of overwork at work are multiple, and are sometimes similar to the causes of Burn-out :
While overwork is sometimes temporary and depends on the resilience of each individual, there are indeed contexts that generate a chronic and generalized overwork in the company. This is the case when emergency management is becoming the norm, when the goals are unclear and change stops or when the Turnover is high, because employees live in constant tension and have to adapt constantly without ever finding a stable rhythm.
Ce lack of landmarks and visibility depletes mental energy, reduces motivation, and leads to a loss of meaning.
Overwork at work undeniably has an impact on mental health of employees touched. The warning signs mentioned earlier have already shown: overwork can be synonymous with stress, ofanxiety, of loss of self-confidence, of sorrow, of Feeling of failure, etc. In the end, the mental health in the workplace is affected in its entirety, and in the most serious cases, this psychological imbalance can lead to a complete burnout and depression, which will require a prolonged break and psychological care.
The impact on interpersonal relationships is also harmful for the individual and for the team. THEsocial isolation only increases the feeling of loneliness and prevents a way out of the vicious circle of overwork. In addition, it affects the group cohesion, which can hinder collaboration and the good atmosphere, which are essential for business performance.
Les performance of the individual are also directly impacted by the overwork he undergoes: the Decision fatigue prevents him from concentrating and making choices, physical fatigue forces him to reduce the pace and affects productivity, demotivation is conducive to presenteeism, etc.
Overwork at work is far from being inevitable: managers and Human Resources have the means to act by offering a more balanced and caring environment to their employees.
Several best practices can concretely change the situation:
In addition to the concrete measures that have just been mentioned, they are also corporate culture and management style which need to be radically redesigned to combat overwork.
This involves a review of the performance standards and objectives given to employees and managers. It's about get away from a purely quantitative logic (focused on results, figures and speed of execution) to further value the quality of work, creativity, cooperation and the ability to last over time.
Concretely, this means encouraging realistic and measurable goals, adapted to available resources, but also recognize the efforts made, even when they don't immediately translate into numerical gains. Managers have a key role here: they must learn to value progress, problem solving, or even the preservation of work/life balance.
The idea is to Put people back at the heart of performance, because an employee who is refreshed, listened to and recognized will always be more committed, effective and loyal than an employee exhausted by the pressure of performance.
Adopting this more human logic will help you better deal with all situations that can undermine the well-being of your employees: hypergrowth, restructuring, relocation of premises, decline in activity, etc.
Employees themselves must determine their limits and know how to express them clearly.
It is necessary Learn to say no before the boundaries are crossed and listen to the signals of the body and mind. It is also essential to actually disconnect (cut professional notifications, take real breaks, take time off without feeling guilty, etc.), keeping in mind that disconnection is a right, not a sign of low commitment. Work should not replace personal activities, which are essential for emotional balance and overall well-being.
Allowing employees to alert on a difficult situation can only be done in a context of caring and listening, where they will know that exposing their limits will not call into question their professional development or the commitment perceived by the hierarchy.
The manager and HR must encourage employees to verbalize their difficulties, without fear of being judged. To do this, consider organizing regular interviews Where the manager is in a real active and supportive listening posture. On the HR side, do not hesitate to set up information and prevention campaigns, to remove taboos and demonstrate the company's commitment to the mental health of teams.
Do you want to implement an effective long-term policy to prevent overwork at work? The workplace wellness solution developed by teale is there to provide you with a wide range of tools and personalized support, to prevent, react and adjust:
Teale thus offers both daily and long-term support, to anticipate risky situations and thus preserve the mental well-being and performance of the company.
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