There’s always work to be done. However, in any work setting, there’s a limit as to what is achievable and healthy to attempt within a given timeframe. When the threshold is surpassed, work overload can occur. Work overload can be detrimental to both the organisation and its employees.
In this article, we will cover what work overload means, the signs of work overload, and the necessity of work-life balance for employee wellbeing.
Work overload happens when the responsibilities of a job are higher than an employee’s capacity in terms of time, skills, or resources available.
Work overload can be divided into two categories:
Work overload is undesirable. But, because it often mimics the typical challenges that an employee may face within the workplace, it may not always be so easy to spot.
For this reason, it’s important for both employees and employers to be aware of the signs of work overload.
By prioritising employees’ mental wellbeing, it becomes easier to recognise work overload before it grows too big to manage. Employee mental wellbeing platforms can be used to lead employees through expertly-crafted tools and techniques so that they can become more aware of their emotions and can better manage burn out.
On the HR side, this feedback is translated into patterns and trends that can be addressed with intention. In the case that certain departments or teams are experiencing overload, HR and management personnel can allocate extra support or resources to alleviate the burden.
Let’s take a look at the signs of work overload so you know what to be aware of:
There will undoubtedly be times when work feels stressful, and other times when it’s less stressful. It becomes an issue when employees are experiencing a constant state of stress that does not diminish with the completion of tasks.
To-do lists are a great way to get things done. Yet, if your to-do list is constantly growing and at the end of each day, the to-do list has not dwindled by much, then it may be a sign that you’ve taken on too much work. This can lead to quantitative work overload.
Since time is finite, the best way to combat this is to set boundaries and be cognisant of your own capacity.
When an employee has sudden outbursts such as tears, snapping, shouting, or excessive reactions, they may be experiencing work overload. This is yet another big reason why prioritising employee wellbeing is so valuable to reduce work overload.
When employees have access to an employee wellbeing platform, they can track their mood over time and understand what impacts it. This way, they can respond and react before the situation becomes too overwhelming and emotional reactions take over.
When an employee continuously takes on more tasks, there’s a chance they’ll be more productive because they have more to get done within a set amount of time.
On the other hand, if they are taking on more tasks before completing previous tasks, then the work will pile up and create more stress, leading to work overload.
When employees are staying late at work multiple times a week, it’s often a sign of work overload because it means that they don’t have enough time in the day to get their task list completed.
Work overload can stem from different sources. It may be the case that a company has a work culture that overlooks work-life balance and is unaware of limitations. It could occur when employees are out sick or on vacation, in which case other employees are stuck picking up the slack.
Additionally, work overload could be caused by the employee if they take on too much work and are unable to recognise or admit that they’ve reached their limit.
Just like there’s a balance between work and life, there is also a balance between being productive and being overworked.
So, how do you locate the line between the two as an employee? And, as an employer, what role do you play in supporting your employees to do so?
Here are some recommendations for both sides:
When you are faced with a long to-do list, write it in order of priority. If you have a few small tasks that are easy to take care of, then it may be worth it to get those done to give you some momentum at the start of the day to get going.
With the feeling of satisfaction and accomplishment, it can help you work through the bigger tasks more effectively.
Taking breaks may seem counterproductive as you are spending time doing what seems like nothing, but it is required to feel rejuvenated and prevent burnout. Ideas for breaks include taking a short walk for fresh air, grabbing a coffee or healthy snack, or meditating.
You can also try the pomodoro technique: get your to-do list, set a timer for 25 minutes and focus intensely on a single task, mark off what you completed, and take a 5 minute break. Once you finish 4-5 tasks, reward yourself with a longer 15-30 minute break.
Saying no to a manager or colleague isn’t always easy, but it may be necessary to protect yourself from work overload. If your task list is getting too long and you feel like you are reaching your threshold, make sure to communicate it with your manager.
Share with them what you are currently working on to see if there’s a task that can be traded out if the new task is of higher urgency.
By demonstrating compassion, both employers and employees can feel supported, which can improve their employee experience and overall wellbeing. This can also work to strengthen their an employee’s own ability to manage their emotions better. As a result, there could be a reduction of 'emotional reactions' to challenging situations and excessive stress levels. Compassionate leadership reminds people that they work in an environment which has leaders who care about them.
Your team could be suffering from work overload because there simply aren’t enough human resources available to complete all the required tasks. You may want to consider alleviating their workload by hiring more employees or considering contractors for part-time or project-based assignments.
Alternatively, if your organisation is embracing digitisation, then artificial intelligence (AI) and automation have already likely entered the realm of consideration and/or implementation. When moving down this path, be sure to review your organisational design to ensure it is optimal. This could entail monitoring processes to make sure they are lean or creatively allocating more resources to certain departments or projects.
Managing employee wellbeing can be a solution to preventing, or at least recognising and reducing, work overload.
When employees lack the proper support and resources to prioritise their mental wellbeing, they can become stressed and anxious, which can lead to burnout and eventually even turnover. While experiencing work overload, employees may struggle to remain engaged and motivated at work.
To combat this outcome, organisations can show that they are invested in supporting employees through the use of an employee wellbeing platform. An employee wellbeing platform provides insights and trends to HR and management about wellbeing within teams and departments. This way, when HR and management can spot trends of high stress or overwhelm, they can take proactive steps to reduce it.
In turn, when employees feel emotionally supported at work, they are more empowered to say no, delegate tasks, and are able to express their own limits.
This form of mental fitness serves the employee and organisation positively as employees can take control of protecting their own work-life balance. They can use their own voice and understanding of their emotions to set boundaries and avoid falling prey to work overload.
When it comes to work overload, small changes can make a grand impact. From an employee being able to prioritise their own tasks to an HR team hiring a project-based contractor, little shifts can prevent potentially detrimental consequences.
Overall, the biggest impact on work overload comes down to remaining focused on employee mental wellbeing. When employees are aware of their emotions and able to control them, they can express their needs, ask for support, and reduce overexerting themselves beyond capacity.
To find out how LUME can help your organisation to better understand and support the mental health of your employees, just fill in the form and we’ll be in touch.
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