National Workaholics Day commenced in honor of a now-forgotten workaholic who collapsed at work. Actually, the origins of National Workaholics Day are unknown. The term ‘workaholic’ was coined in 1947 when it appeared in the Toronto Daily Star as “If you are cursed with an unconquerable craving for work, call Workaholics Synonymous, and a reformed worker will aid you back to happy idleness.” In 1971 psychologist Wayne Oates published a book “The Confessions of a Workaholic”
Workaholic does not Equate Engaged Employee
Since the 1970s, workaholic has become a vernacular to describe someone who prioritizes work duties above other obligations. The term is widely used to describe both the actual condition of a workaholic and also to describe someone who works hard and enjoys their work. But, according to psychologists, workaholism is very different from how it is popularly used.
A workaholic usually works at the priority of all else in their life. Relationships, their health, other obligations, and creativity all suffer from workaholism. Workaholics can literally work themselves into the grave. In one study, researchers identified a key difference between workaholics as defined by psychologists and workaholics as often defined culturally.
What’s the difference? Clinical workaholics often work out of feelings of anxiety and the feeling that they “should” be working. Workaholics report feelings of anxiety, guilt, anger, and disappointment at work and home.
Workaholics often work long hours and compulsively work, even in their personal time. This can include compulsively checking emails and logging into work at night, during personal celebrations, and a continued distraction toward work. The stress of work distracts from the enjoyment of personal activities and relationships. Hostility, irritation, and tenseness are feelings that workaholics report feeling regularly.
That’s very different from engaged employees, who report feelings of positivity, excitement, enjoyment, self-assuredness, and motivation in relation to their work. While engaged employees may sometimes work longer hours or immerse themselves in a work project, they usually have a better work/life balance.
Workaholic Impact on Employers
Although, on the surface, it may seem like a good idea to have employees that are workaholics, the real goal is to cultivate engaged employees. Engaged employees, in opposition to workaholics, report enjoying their job, feeling inspired, and regularly report working “in the zone” where optimal production and creativity meet.
According to the Queens University School of Business, engaged employees have lower turnover, are happier, and bring happier customers too. Employers with high levels of engaged employees had 30% higher customer satisfaction than those without. Plus disengaged employees make 60% more errors and have accidents 47% more than engaged workers.
Because workaholics are not engaged, they do not bring the same positive results to employers that engaged employees bring. One study found that engaged employees may work long hours because they love their work, but workaholics usually work long hours because they feel guilty when they aren’t working. Negative feelings motivate their drive to work.
The cost to personal health, family life, and relationships is astounding, but workaholism doesn’t just impact personal life. Workaholics wear their work as a badge and as a result, often make decisions at work that put them in a better light- even when it conflicts with the company’s goals or the good of the team. Loss of clarity can be a hallmark of workaholism. And, workaholics often burn out of their job and leave quickly, taking their wealth of knowledge with them.
How to Identify a Workaholic at Work
The ability to identify a workaholic and differentiate between them and an engaged employee can make a difference in knowing how to best support your employees. Workaholics have a difficult time leaving work. They often eat lunch at their desk or skip lunch altogether. When they finally go home at night, they take their work with them and respond to emails and phone calls at night, sometimes late at night.
Workaholics often complain about home life, joke that they’d rather be at work, and do everything fast. They walk fast, talk fast, and work fast. They struggle to say “no” to any request because it may make them look good or provide a new opportunity.
In contrast, engaged employees usually have a happy family life and can balance the demands of work and family to create a good balance. They are advocates of the employer. Engaged employees often take time to pause and recognize peers or help struggling colleagues. They believe in the mission of the company and make decisions that further that mission. While engaged employees may have short periods of working longer hours or skipping lunch, they are also able to disconnect and they know how to renew themselves and rest.
Celebrate Your Hard Workers on National Workaholics Day
On National Workaholics Day, take time to celebrate your hard workers and push your workaholic workers toward a better work/life balance. There are many ways you can celebrate workaholics day this year.
- Send your employees home early. Yes, especially the workers that don’t want to go home.
- Have an office party to celebrate the team’s successes. Check out these ideas on remote parties and team events.
- Give employees extra PTO and encourage them to use it.
- Help workaholics to take care of themselves by starting a fitness club at work or hosting a walking class.
- Reinforce the habits of your engaged workers instead of workaholics through praise. Recognize employees who work hard, but leave early. Celebrate learning through failure.
- Sponsor an event for your employees and their families. This can help to reinforce family relationships for the workaholics at the office.
- Give out gift cards to restaurants, local events, and other activities that your employees can enjoy with friends and family.
- Sponsor a mental health day and educate employees about the dangers of workaholism.
- Provide mental health benefits through your benefits program and by partnering with nonprofit organizations to provide resources to your employees.
For employees who are struggling with workaholism, the nonprofit workaholics anonymous provides resources and tools to help them recover.
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