Far too many companies believe that a cutthroat pressure-cooker culture gets results. They think the harder they crack that whip, the better people will perform.
High-pressure cutthroat organizations spend 50% more on healthcare for their employees than organizations with a more positive, supportive environment because 80% of workplace accidents are attributed to stress, as are 80% of doctor visits.
Cutthroat organizations are actually less productive because they experience significantly lower levels of employee engagement. Organizations with high numbers of disengaged employees have 40% lower earnings per share, are 18% less productive, and have 50% higher turnover.
If you’re working in a cutthroat environment, it’s probably negatively affecting your health, and the impact might be big enough that you should seriously consider doing something about it. If you aren’t yet motivated to take action, consider how the following hallmarks of cutthroat environments suck the life out of people.
They overwork people. Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is often perplexing to them; it makes them feel as if they’re being punished for a great performance.
There’s no empathy. Empathy matters. Does your boss really see you as a person and care how you’re doing, or is he only focused on how much work you churn out? More than half of people who leave their jobs do so because of their relationships with their bosses. Smart companies make certain their managers know how to balance being professional with being human.
They don’t recognize contributions or reward good work. It’s easy to underestimate the power of a pat on the back, especially when it comes to top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all.
There’s no socializing and no fun. Strong social connections are an integral part of a healthy workplace. People who have strong connections with their colleagues get sick less often, are less likely to become depressed, learn faster, remember more, and simply do a better job. People don’t give their all if they aren’t having fun, and fun is a major protector against burnout.
They make a lot of stupid rules. Companies need to have rules—that’s a given—but they don’t have to be shortsighted and lazy attempts at creating order. Whether it’s an overzealous attendance policy or taking employees’ frequent flier miles, even a couple of such unnecessary rules can drive people crazy. When good employees feel as though big brother is watching, they’ll find someplace else to work.
People don’t help each other out. There’s a big difference between delegating responsibility and abdicating it. A boss who abdicates responsibility thinks it’s your problem not his and that you alone are responsible for solving it. However, research shows managers who support their employees in tasks they delegate produce better team players who are more willing to help others and are more committed to their jobs.
Bosses don’t listen. When employees feel that their managers are approachable, supportive, and willing to listen, performance improves. That feeling of connection leads to a willingness to experiment and take risks, which, in turn, leads to better outcomes. On the other hand, if conversations between managers and employees never extend beyond reports, and any attempts to ask questions or offer suggestions are rebuffed, the work environment is probably cutthroat.
Make it a great day!