{"id":2280,"date":"2020-09-26T18:28:40","date_gmt":"2020-09-26T13:28:40","guid":{"rendered":"https:\/\/www.hrmonline.com.au\/?p=10738"},"modified":"2022-01-06T20:01:00","modified_gmt":"2022-01-06T14:31:00","slug":"what-will-happen-to-this-generation-of-overworked-employees","status":"publish","type":"post","link":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees","title":{"rendered":"What will happen to this generation of overworked employees?"},"content":{"rendered":"
<\/div>\n

Businesses have been forced to tighten budgets this year and it\u2019s\u00a0 employees who will feel it the most.\u00a0<\/span><\/h2>\n

We all know about the long-term impacts of overworking. It makes us fatter. It makes us more unhappy. It diminishes our mental resilience. It ends our marriages. It even kills us.
\nFor many, these facts are just words on a page. We have to personally experience a combination of the above in order for it to have any real impact.
\nThis happened to Jeremy Britton. In the early 2000s he was working as a financial planner for one of the big four banks. As you might imagine, his hours were insane. It wasn\u2019t uncommon for him to clock a 76-hour week. He was at the height of his career and the money and praise he received justified such gruelling hours \u2013 or so he thought.
\nIn 2005 his team shrunk from 10 to six people and rather than hiring replacements his boss told them they\u2019d just have to work 10 per cent harder.
\n\u201cWe didn\u2019t really notice it at first. It was like that analogy of throwing a frog into water. If it\u2019s already boiling it will jump right out, but if you increase the temperature little by little, it doesn\u2019t realise,\u201d says Britton.
\nHis diet disintegrated along with his physical health. And his marriage wasn\u2019t far behind. He was working into the evenings and on the weekends, chasing that adrenaline hit so many of us get from \u2018working hard\u2019.
\nAt just 33 years old, he suffered a heart attack \u2013 and he didn\u2019t even know it had happened.
\n\u201cI was feeling run-down and thought I was coming down with a flu or bad indigestion. When I had heart pains, I thought it was just heartburn. So, I popped Quick-Eze all day.\u201d
\nAfter months of feeling ill, he finally went to the doctor and was told he\u2019d suffered a heart attack.
\n\u201cMy surgeon warned me I\u2019d face another heart attack within 12 months if I didn\u2019t change my lifestyle. And the second one, he said, would probably be fatal.\u201d
\nYou might think this shocking news immediately jolted Britton out of his overworking habits. But addiction is not so easily overcome. His plan was to leave the doctor\u2019s office and go straight back to work to tie up loose ends and hand over \u2018important tasks\u2019. Thankfully, his doctor wouldn\u2019t allow it.
\nIt would take some time before Britton would be able to untangle himself from his complicated relationship with work. His doctor often had to call someone at his office to make sure he wasn\u2019t working over their agreed hours (he often was). The health scare was just the beginning of a long road to recovery.
\n\u201cMy heart attack was followed by a divorce. My relationship was so bad by that stage. I hadn\u2019t been there for my partner. I was always patting myself on the back saying, \u2018I\u2019ve bought this big beautiful house and I\u2019ve got my wife all these beautiful things: cars, diamonds, international holidays.\u2019 But, you know, she was going on those holidays without me.
\n\u201cWhen I eventually did have to stop work for a couple of weeks, I basically laid on the bed for the first three days. I didn\u2019t know what to do because work was so much part of my life. It wasn\u2019t just where I got my pay, it\u2019s also where I got my social interaction and my pats on the back. Work had become everything to me.\u201d
\n[the_ad id=”1745″]<\/p>\n

Worked to the bone<\/strong><\/h3>\n

Overworking is nothing new, but COVID-19 has made it common. In order to survive financial turmoil, organisations are making deep cuts and asking employees to maintain or increase their regular output with fewer resources. And working from home makes it that much harder to switch off at the day\u2019s end.
\n\u201cWhen we talk about overworking, that means having such a high workload that you feel you\u2019re constantly under pressure, and that work spills over into your non-work time, like the evenings or weekends,\u201d says Stacey Parker, senior lecturer and centre director at the Centre for Business and Organisational Psychology, University of Queensland.
\nParker specialises in occupational health psychology and work motivation, with a particular interest in managing workplace stress and improving employee performance.
\n\u201cThis sort of job stress has serious implications for peoples\u2019 mental and physical health, as well as their motivation towards their work, and their commitment to their job overall. There have even been links between overworking and the development of cardiovascular disease.\u201d
\nA 2010 study of over 10,000 civil servants in London found that employees who averaged three or more hours of overtime (when a seven-hour day is standard) are 60 per cent more at risk of heart-related problems. Different research<\/a> from the University College London showed those working over 55 hours per week are 33 per cent more likely to have a stroke than those working 35-40 hours per week.
\nSo Britton is not alone. If anything, he\u2019s somewhat lucky.
\nJapanese journalist Miwa Sado<\/a> died in 2013 from heart failure after clocking around 156 hours of overtime the month before her death \u2013 she was only 31 years old.
\nMortiz Erhardt was interning in London at Bank of America Merrill Lynch when he was 21. He was averaging 20-hour workdays, according to Reuters<\/em>, and died from a seizure while in the shower.
\nMita Diran, a 24-year-old copy editor from Indonesia, reportedly threw back energy drinks in order to be able to work through the evenings. Just hours before she slipped into a coma, from which she would never awake, she tweeted: \u201c30 hours of working and still going strooong\u201d.
\nThese days, overworking can feel part of the job description. People who\u2019ve taken a pay cut or witnessed redundancies due to the pandemic are often compelled to work themselves to the bone to prove they\u2019re worth keeping.
\nWe were already living in a state of chronic urgency, but COVID-19 has accelerated that, says Dermot Crowley, founder of Adapt Productivity and author of the upcoming book Urgency: strategies to control urgency, reduce stress and increase productivity.\u00a0<\/em>
\n\u201cWe have a culture of \u2018everything needed to be done yesterday\u2019. And when people are working in that state for too long, the stress levels go up and they burn out,\u201d he says.
\nIt\u2019s not just the act of overworking that\u2019s bad for us, the ripple effects \u2013 such as a lack of sleep \u2013 can have equally devastating effects. Researchers from the university of Groningen in the Netherlands studied<\/a> the brains of rats and found that when the rats didn\u2019t get enough sleep, their hippocampus \u2013 the part of the brain that regulates motivation, emotion, learning, and memory \u2013 shrunk. When hypothesising how the results would affect humans, the researchers said a lack of sleep could affect our learning abilities and mood.
\nBurnout has also been linked in many studies to an increase in workplace accidents. For example, a 2013 study of 915 Taiwanese public transport drivers found a direct link between the two. More alarming is that burnout is associated with more traffic accidents in people who don\u2019t drive for a living. A study published in May in the journal Stress & Health <\/em>looked at 509 schoolteachers and found that depersonalisation (emotional hardening and detachment from work) was linked with an up to a 119 per cent increase in risk of being involved in a car accident.
\nWhile individuals\u2019 health should be of the most concern, asking employees to work very hard for long periods doesn\u2019t even make sense from a business perspective.<\/p>\n

\u201cWe have a culture of \u2018everything needed to be done yesterday\u2019. And when people are working in that state for too long, the stress levels go up and they burn out.\u201d \u2013Dermot Crowley, founder, Adapt Productivity<\/p><\/blockquote>\n

Research from the UK\u2019s Department of Business Innovation and Skills shows our individual wellbeing is lower when the demands of our jobs and personal lives are high. It points to empirical literature that suggests higher wellbeing levels can lead to improved cognitive abilities, such as increased creativity and problem-solving skills. There\u2019s also a strong correlation between employees\u2019 wellbeing and their workplace attitudes, such as their willingness to be cooperative and collaborative.
\nPerhaps most importantly, the research found that high levels of wellbeing can help people recover from illness faster, gain more energy and improve their cardiovascular health. So it\u2019s not just that overworking is bad for you, actively improving your wellbeing tips the scales in the other direction.
\nWhile this is certainly interesting, the researchers are quick to point out that wellbeing and performance and aren\u2019t inextricably linked.
\n\u201cFor example, raised levels of creativity and improved social interaction is only likely to generate better employee performance in jobs with a substantial degree of autonomy and those that involve teamwork or customer interaction,\u201d the report reads.
\nTo overcome this hurdle, Crowley suggests employers think differently about work and productivity. He separates the latter into two different types. The first is personal productivity. Most productivity advice you hear addresses this type \u2013 such as tips about getting more out of your day, being organised, getting on top of your tasks, and so on. But the second type is a little more complex. He calls it \u201cproductivity culture\u201d and this can easily become toxic if it\u2019s not strategically managed. Britton\u2019s former workplace would be a good example of this.
\nAnother example might be a work culture that has silent expectations around working past the official clock-off time. While they never explicitly tell staff to do this, there are subtle cues from management that encourage this behaviour, such as publicly rewarding those who are always seen to be staying back late or mentioning that \u2018so and so\u2019 is such a hard worker because they came in on the weekend.
\nEssentially, a toxic productivity culture is one where the bar is set at an unhealthy level and employers aren\u2019t meeting their people in the middle.
\n[the_ad id=”1630″]<\/p>\n

Clear expectations<\/strong><\/h3>\n

It\u2019s not just that overwork hurts organisations in the long run, it doesn\u2019t even help them in the short term. Overworked employees are more likely to lash out, make mistakes, lose focus and make bad decisions. On top of that, most managers are incapable of knowing if someone is actually overworking.
\nResearch<\/a> from Erin Reid, assistant professor of organisational behaviour at Boston University\u2019s Questrom School of Business, found that managers could rarely discern between those who actually worked 80-hour weeks and those who simply pretended to.
\nReid\u2019s study looked at employees working in a high-profile consulting firm. The employees (mostly male) who logged 80-hour weeks even though they were actually working around 50-60 hours were still completing their tasks, just like those actually<\/em> working 80 hours. The pretenders were receiving recognition and promotions as a result.
\nA separate group of employees in that same office were transparent about wanting reduced hours in order to have a better work\/life balance. They were given what they asked for, but they weren\u2019t showered with the same rewards as those working 80 hours and those pretending to.
\nReid\u2019s data showed employees were capable of completing their work in 50-60 hours. Organisations that put the image of an \u201cideal worker\u201d on a pedestal like this are shooting themselves in the foot. Instead, employers should encourage staff to work more strategically, rather than just more.
\nPeople require different levels of \u2018cognitive closure\u2019 \u2013 the desire for definitive answers and guidelines to avoid ambiguity. Some are happy to operate within more ambiguous environments while others have a strong preference for absolute clarity.
\nHowever, when faced with pressure, tight deadlines or mountains of work, everyone tends to slide up the scale. The more stressed we are, the more cognitive closure we desire. During a time of crisis, giving both clear expectations about what\u2019s required and how long should be given to it is a simple way to alleviate employee stress.
\nAnother part of working strategically is having a wellbeing framework in place that protects your people. This is an issue during the pandemic, because in times of financial crisis wellbeing initiatives can be the first thing to go.
\nIn a research paper<\/a> titled Corporate Philosophy: Making Stress and Wellbeing a Priority,<\/em> researchers Emily Livorsi and Olivia Wallis say this frequently happens when organisations don\u2019t have KPIs attached to their stress and wellbeing outcomes. When it comes time to make cuts, these seemingly non-revenue generating programs are axed.
\nTo overcome this, they suggest conducting a needs assessment prior to implementing any wellbeing program to identify the gaps in your organisations. This way you can tailor your approach to your peoples\u2019 specific stressors and challenges.
\nWallis and Livorsi say a comprehensive needs assessment will include analysis through \u201csome combination of survey administration, interviews, and focus groups\u201d. With this data in hand, you figure out what level of intervention is required.
\nThey break it down into three categories: primary, secondary and tertiary.
\n\u201cPrimary interventions are often preventative and proactive, where the purpose is to reduce stress risk and maximize opportunities for employees to have high levels of wellbeing,\u201d the paper reads.
\n\u201cThe role of secondary interventions is to improve employees\u2019 chances of coping with stressful situations that are present. Finally, tertiary interventions are reactive in nature and are used to treat symptoms (e.g., chronic stress) already present in the work environment.\u201d
\n[the_ad id=”1630″]<\/p>\n

Leadership impact<\/strong><\/h3>\n

Crowley says it is crucial managers are checking in on staff rather than checking up on them. When they micromanage, it\u2019s clear there\u2019s a lack of trust, he says, and that can have the opposite of its intended effect.
\nAnd this shouldn\u2019t just be happening on an individual level \u2013 trust needs to be a value that\u2019s held across the organisation. For example, prior to COVID-19 many employers strongly believed remote work would diminish productivity levels, however after being forced to trial it, they quickly discovered that output was soaring in many cases. Without trust from both sides, this wouldn\u2019t have been possible.
\nOf course, there will always be managers who completely miss the mark. After getting his heart surgery, Britton was advised he could only return to work on a part-time load. His manager was having none of it.
\n\u201cMy boss said, \u2018You can\u2019t do that. We can\u2019t hold the position for you.\u2019 He was giving me grief saying he was going to fire me.\u201d
\nWhen Britton relayed this news, his doctor got on the phone.
\n\u201cThe doctor rang the boss and said, \u2018If this guy dies in your workplace, are you going to take care of his family? Because I don\u2019t care who you are or what rank you are in the company. You are not going to be responsible for this man\u2019s life. I am. So, you take your orders from me.’\u201d
\nBut we can\u2019t all rely on having a medical professional to go to bat for us. The fact of the matter is that employers simply need to respect peoples\u2019 non-work hours, says Parker. And HR professionals play a huge role in cementing that expectation.
\nTo make this happen, Parker encourages HR to think differently about the tools they might usually reach for to remedy overworking, especially during the pandemic.
\n\u201cI\u2019ve noticed some psych and HR professionals seem to think employee engagement and motivation is always the answer. We think we just have to make our workers happy and motivated and the rest will fall into place. But you can\u2019t just focus on the work experience. They\u2019re a whole person; they\u2019ve got a whole life outside of work. I think the most important thing you can do to support them is give them uninterrupted time and space outside of work hours.\u201d
\nParker refers to research which shows that while engagement often eases the pressure valve on employees in the short-term, six to 12 months later burnout will catch up with them.
\n\u201cPeople can burn out when they\u2019re passionate about their work. Passion takes a lot of energy,\u201d she says.
\nShe adds that giving staff more autonomy over their work is a great way to help ease burnout.
\n\u201cFor people who have a really high workload or high job demands, if they feel like they have control over how they go about organising and managing their work \u2013 such as when and how they do it, the pace of it and so on \u2013 that\u2019s hugely protective for not only the health outcomes, but also motivation and performance.\u201d<\/p>\n

The doctor rang the boss and said, \u2018If this guy dies in your workplace, are you going to take care of his family? Because I don\u2019t care who you are or what rank you are in the company. You are not going to be responsible for this man\u2019s life. I am.\u201d \u2013 Jeremy Britton<\/p><\/blockquote>\n

The Department of Business Innovation and Skills research paper backs this up, with results indicating that when employees participate in decision-making and have autonomy over their roles, their personal wellbeing increases. The paper said other protective factors include variety in work, clarity around expectations, feedback on performance, a sense of job security and clear career prospects.
\nParker says that during the pandemic, where possible, employers should also be thinking about how to lower the bar on their expectations.
\n\u201cI know we\u2019re in the middle of a crisis. It can be appealing to throw what we know about all those good things out the window because in crisis mode, but we\u2019ve been in crisis mode since February. People can only take so much.\u201d
\nAnd in case you think leave might be the answer, Parker says beating burnout isn\u2019t as simple as telling staff to take a well-deserved holiday. She cites research which suggests the benefits of a holiday only last two-four weeks. After this, we return to our pre-holiday burnout state.
\n\u201cYou can\u2019t keep going and going and going and then rely on a holiday a couple of weeks per year as your way of disconnecting or recharging. You need replenishing daily or weekly habits that help you disconnect outside of work.\u201d (See break out box for some of Parker\u2019s personal habits).
\n[the_ad id=”1745″]<\/p>\n

Taking matters into your own hands<\/strong><\/h3>\n

Empowering staff to take on a manageable workload while still delivering on organisational outcomes can be a hard balance to strike. To keep the lights on, employers often feel compelled to demand more from their staff.
\nThe harsh reality of this is reflected in the ending of Britton\u2019s story. He wasn\u2019t able to truly slow his life down until five years after his heart attack, when he called it quits with his high-powered banking gig. He went out on his own to get the work\/life balance he desired.
\nHe now owns a financial planning firm and determines his own hours (24 hours per week). He stays on top of his workload by outsourcing some of the smaller tasks and enjoys getting to spend more quality time with his children.
\n\u201cWorking 60 per cent less hours, I thought my income was going to drop 60 per cent. So, I sold off my house and bought a little beach shack. I downsized my life significantly. I just wanted to focus on my health. But my income only ended up dropping by 10 per cent. If you\u2019ve got eight hours to complete a task, it will take eight hours. If you\u2019ve got four hours for the same task, it will probably take four hours,\u201d says Britton.
\nThis seems like powerful proof of the above research that suggests overwork and bottom-line success are not linked. Sixty per cent fewer hours every week is a tremendous amount of time.\u00a0Ten per cent less income is insignificant in comparison \u2013 that\u2019s a trade most people would be willing to make. Britton also has advice for HR professionals and employers.
\n\u201cMost people drive a car. So, they understand if you drive it at 120kms all day, every day, eventually something\u2019s going to wear out. In the workplace, it\u2019s not enough to say, \u2018Look, we have an employee assistance program.\u2019 Because people are usually past the point of burnout before they think to contact a psychologist. Instead, that sort of stuff should be integrated into your culture.\u201d
\n[the_ad id=”1884″]<\/p>\n

\n

[the_ad id=”1973″]
\n[the_ad id=”1904″]
\n 
\n<\/p>\n","protected":false},"excerpt":{"rendered":"

Businesses have been forced to tighten budgets this year and it\u2019s\u00a0 employees who will feel it the most.\u00a0 We all know about the long-term impacts of overworking. It makes us fatter. It makes us more unhappy. It diminishes our mental resilience. It…Read More »<\/a><\/span><\/p>\n","protected":false},"author":2,"featured_media":2281,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[990],"tags":[560,561,562,340,527,563,564,538,565,539,681,756,566,567,568,569,570,1053,1287,1288,441,373,904,1113,446,103,104,105,106,107,108,109,110,111,112,113,114,115,116,117,118,119,120,585,1289,449,707,490,529,212,905,586,587,588,683,519,389,545,589,125,126,127,128,129,130,131,1290,590,591,592,456,593,594,708,302,595,596,597,598,599,134,135,136,137,138,139,600,409,601,602,603,396,604,745,1291,686,605,606,607,608,609,610,611,612,613,143,17,746,747,757,758,759,748,144,145,146,147,148,149,150,151,152,153],"class_list":["post-2280","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-news-and-updates","tag-best-executive-search-firms-in-ahmedabad","tag-best-executive-search-firms-in-gujarat","tag-best-executive-search-firms-in-india","tag-best-hr-consultancy-in-ahmedabad","tag-best-job-consultancy-in-ahmedabad","tag-best-job-consultancy-in-gujarat","tag-best-job-consultancy-in-india","tag-best-job-sites","tag-best-job-sites-in-ahmedabad","tag-best-job-sites-in-india","tag-best-job-sites-in-india-for-experienced-candidates","tag-best-recruitment-consultancy-in-ahmedabad","tag-best-resume-writing-services-in-ahmedabad","tag-best-resume-writing-services-in-gujarat","tag-best-resume-writing-services-in-india","tag-career-counselling-in-ahmedabad","tag-career-counselling-in-gujarat","tag-covid-19","tag-employee-burnout","tag-employee-wellbeing","tag-engineering-job-consultancy-in-ahmedabad","tag-engineering-placement-consultants-in-ahmedabad","tag-executive-search-firms","tag-featured","tag-foreign-job-consultancy-in-ahmedabad","tag-get-settled-in-america","tag-get-settled-in-australia-get-visa-in-chile","tag-get-settled-in-canada","tag-get-settled-in-chile","tag-get-settled-in-new-zealand","tag-get-settled-in-north-america","tag-get-settled-in-south-america","tag-get-settled-in-urugua","tag-get-settled-in-usa-get-settled-in-us","tag-get-visa-in-america","tag-get-visa-in-australia","tag-get-visa-in-new-zealand","tag-get-visa-in-north-america-get-visa-in-canadan","tag-get-visa-in-south-america","tag-get-visa-in-uk-get-visa-in-england","tag-get-visa-in-uruguay","tag-get-visa-in-us","tag-get-visa-in-usa","tag-global-retained-executive-search-firm","tag-health-and-wellbeing","tag-job-consultancy-in-ahmedabad-for-pharma","tag-job-placement-agency-in-ahmedabad","tag-job-placement-consultants-in-ahmedabad-list","tag-job-placement-in-ahmedabad","tag-jobs-in-ahmedabad","tag-list-of-executive-search-firms","tag-list-of-job-consultancy-in-gujarat","tag-list-of-job-consultancy-in-india","tag-national-executive-recruiting-firms","tag-overseas-job-consultants-for-civil-engineers-africa-jobs-consultants-in-india","tag-overseas-job-consultants-for-mechanical-engineers","tag-overseas-job-consultants-in-ahmedabad","tag-overseas-job-consultants-in-gujarat","tag-overseas-job-consultants-in-india","tag-overseas-opportunity-in-australia","tag-overseas-opportunity-in-canada","tag-overseas-opportunity-in-chile","tag-overseas-opportunity-in-new-zealand","tag-overseas-opportunity-in-north-america-overseas-opportunity-in-chile-overseas-opportunity-in-usa-post-a-resume","tag-overseas-opportunity-in-south-america","tag-overseas-opportunity-in-uruguay","tag-overworked","tag-placement-agency-in-ahmedabad","tag-placement-agency-in-gujarat","tag-placement-agency-in-india","tag-placement-consultancy-in-ahmedabad","tag-placement-consultancy-in-gujarat","tag-placement-consultancy-in-india","tag-placement-consultant-in-ahmedabad","tag-placement-consultants-in-ahmedabad","tag-placement-consultants-in-gujarat","tag-placement-consultants-in-india","tag-placement-firm-in-ahmedabad","tag-placement-firm-in-gujarat","tag-placement-firm-in-india-list-of-job-consultancy-in-ahmedabad","tag-pr-opportunity-in-america","tag-pr-opportunity-in-chile","tag-pr-opportunity-in-south-america","tag-pr-opportunity-in-uruguay","tag-pr-opportunity-in-us-pr-opportunity-in-north-america","tag-pr-opportunity-in-usa-pr-opportunity-in-uk","tag-recruitment-consultants-in-africa","tag-recruitment-consultants-in-ahmedabad","tag-recruitment-consultants-in-gujarat","tag-recruitment-consultants-in-india","tag-recruitment-consultants-in-tanzania","tag-resume-writing-services-in-ahmedabad","tag-resume-writing-services-in-gujarat","tag-settle-in-south-america","tag-stress","tag-top-10-job-sites-in-india-for-experienced-job-seekers","tag-top-100-executive-search-firms","tag-top-5-executive-search-firms","tag-top-national-executive-search-firms","tag-top-rated-resume-writing-services-in-ahmedabad","tag-top-rated-resume-writing-services-in-gujarat","tag-top-rated-resume-writing-services-in-india","tag-vacancy-search-in-ahmedabad","tag-vacancy-search-in-gujarat","tag-vacancy-search-in-india","tag-vipul-m-mali","tag-vipul-mali","tag-visa-service-for-america","tag-visa-services-for-chile","tag-why-recruitment-consultancy","tag-why-recruitment-consultancy-needed","tag-why-to-hire-recruitment-consulant","tag-work-permit-for-america","tag-work-permit-in-america","tag-work-permit-in-australia","tag-work-permit-in-canada","tag-work-permit-in-chile","tag-work-permit-in-new-zealand","tag-work-permit-in-south-america","tag-work-permit-in-uk","tag-work-permit-in-uruguay","tag-work-permit-in-us","tag-work-permit-in-usa"],"yoast_head":"\nWhat will happen to this generation of overworked employees? | POST A RESUME HR Consultancy<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What will happen to this generation of overworked employees? | POST A RESUME HR Consultancy\" \/>\n<meta property=\"og:description\" content=\"Businesses have been forced to tighten budgets this year and it\u2019s\u00a0 employees who will feel it the most.\u00a0 We all know about the long-term impacts of overworking. It makes us fatter. It makes us more unhappy. It diminishes our mental resilience. It…Read More »\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees\" \/>\n<meta property=\"og:site_name\" content=\"POST A RESUME HR Consultancy\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/postaresume\" \/>\n<meta property=\"article:published_time\" content=\"2020-09-26T13:28:40+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-01-06T14:31:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.postaresume.co.in\/blog\/wp-content\/uploads\/2022\/01\/cropped-logo.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"200\" \/>\n\t<meta property=\"og:image:height\" content=\"100\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Vipul Mali\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@postaresume\" \/>\n<meta name=\"twitter:site\" content=\"@postaresume\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Vipul Mali\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"17 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"What will happen to this generation of overworked employees? | POST A RESUME HR Consultancy","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees","og_locale":"en_US","og_type":"article","og_title":"What will happen to this generation of overworked employees? | POST A RESUME HR Consultancy","og_description":"Businesses have been forced to tighten budgets this year and it\u2019s\u00a0 employees who will feel it the most.\u00a0 We all know about the long-term impacts of overworking. It makes us fatter. It makes us more unhappy. It diminishes our mental resilience. It…Read More »","og_url":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees","og_site_name":"POST A RESUME HR Consultancy","article_publisher":"https:\/\/www.facebook.com\/postaresume","article_published_time":"2020-09-26T13:28:40+00:00","article_modified_time":"2022-01-06T14:31:00+00:00","og_image":[{"width":200,"height":100,"url":"https:\/\/www.postaresume.co.in\/blog\/wp-content\/uploads\/2022\/01\/cropped-logo.jpg","type":"image\/jpeg"}],"author":"Vipul Mali","twitter_card":"summary_large_image","twitter_creator":"@postaresume","twitter_site":"@postaresume","twitter_misc":{"Written by":"Vipul Mali","Est. reading time":"17 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees#article","isPartOf":{"@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees"},"author":{"name":"Vipul Mali","@id":"https:\/\/www.postaresume.co.in\/blog\/#\/schema\/person\/693b4a7b281ff7ed1c16095edcb92cea"},"headline":"What will happen to this generation of overworked employees?","datePublished":"2020-09-26T13:28:40+00:00","dateModified":"2022-01-06T14:31:00+00:00","mainEntityOfPage":{"@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees"},"wordCount":3419,"publisher":{"@id":"https:\/\/www.postaresume.co.in\/blog\/#organization"},"image":{"@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees#primaryimage"},"thumbnailUrl":"","keywords":["best executive search firms in ahmedabad","best executive search firms in gujarat","best executive search firms in india","best hr consultancy in ahmedabad","best job consultancy in ahmedabad","best job consultancy in gujarat","best job consultancy in india","best job sites","best job sites in ahmedabad","best job sites in india","best job sites in india for experienced candidates","best recruitment consultancy in ahmedabad","best resume writing services in ahmedabad","best resume writing services in gujarat","best resume writing services in india","career counselling in ahmedabad","career counselling in gujarat","COVID 19","employee burnout","Employee wellbeing","engineering job consultancy in ahmedabad","engineering placement consultants in ahmedabad","Executive Search Firms","Featured","foreign job consultancy in ahmedabad","get settled in America","get settled in Australia get visa in Chile","get settled in Canada","get settled in Chile","get settled in New Zealand","get settled in North America","get settled in South America","get settled in Urugua","get settled in USA get settled in US","get visa in America","get visa in Australia","get visa in New Zealand","get visa in North America get visa in Canadan","get visa in South America","get visa in UK get visa in England","get visa in Uruguay","get visa in US","get visa in USA","global retained executive search firm","health and wellbeing","job consultancy in ahmedabad for pharma","Job placement agency in ahmedabad","job placement consultants in ahmedabad list","job placement in ahmedabad","jobs in ahmedabad","list of executive search firms","list of job consultancy in gujarat","list of job consultancy in india","national executive recruiting firms","overseas job consultants for civil engineers africa jobs consultants in india","overseas job consultants for mechanical engineers","overseas job consultants in ahmedabad","overseas job consultants in gujarat","overseas job consultants in india","overseas opportunity in Australia","overseas opportunity in Canada","overseas opportunity in chile","overseas opportunity in New Zealand","overseas opportunity in North America overseas opportunity in Chile overseas opportunity in USA POST A RESUME","overseas opportunity in South America","overseas opportunity in Uruguay","overworked","Placement agency in ahmedabad","Placement agency in gujarat","Placement agency in india","placement consultancy in ahmedabad","placement consultancy in gujarat","placement consultancy in india","placement consultant in ahmedabad","placement consultants in ahmedabad","placement consultants in gujarat","placement consultants in india","Placement firm in ahmedabad","Placement firm in gujarat","Placement firm in india list of job consultancy in ahmedabad","PR opportunity in America","PR opportunity in Chile","PR opportunity in South America","PR opportunity in Uruguay","PR opportunity in US PR opportunity in North America","PR opportunity in USA PR opportunity in UK","recruitment consultants in africa","recruitment consultants in ahmedabad","recruitment consultants in gujarat","recruitment consultants in india","recruitment consultants in tanzania","resume writing services in ahmedabad","resume writing services in gujarat","Settle in South America","stress","top 10 job sites in india for experienced job seekers","top 100 executive search firms","top 5 executive search firms","top national executive search firms","top rated resume writing services in ahmedabad","top rated resume writing services in gujarat","top rated resume writing services in India","vacancy search in ahmedabad","vacancy search in gujarat","vacancy search in india","vipul m mali","Vipul mali","Visa Service for America","Visa services for Chile","why recruitment consultancy","why recruitment consultancy needed","why to hire recruitment consulant","Work permit for America","work permit in America","work permit in Australia","work permit in Canada","work permit in Chile","work permit in New Zealand","work permit in South America","work permit in UK","work permit in Uruguay","work permit in US","work permit in USA"],"articleSection":["HR News and Updates"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees","url":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees","name":"What will happen to this generation of overworked employees? | POST A RESUME HR Consultancy","isPartOf":{"@id":"https:\/\/www.postaresume.co.in\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees#primaryimage"},"image":{"@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees#primaryimage"},"thumbnailUrl":"","datePublished":"2020-09-26T13:28:40+00:00","dateModified":"2022-01-06T14:31:00+00:00","breadcrumb":{"@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees#primaryimage","url":"","contentUrl":""},{"@type":"BreadcrumbList","@id":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/what-will-happen-to-this-generation-of-overworked-employees#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.postaresume.co.in\/blog"},{"@type":"ListItem","position":2,"name":"What will happen to this generation of overworked employees?"}]},{"@type":"WebSite","@id":"https:\/\/www.postaresume.co.in\/blog\/#website","url":"https:\/\/www.postaresume.co.in\/blog\/","name":"POST A RESUME HR Consultancy","description":"Middle and Senior Management Recruitment Consultant for Job Placements across India and Africa since 2007","publisher":{"@id":"https:\/\/www.postaresume.co.in\/blog\/#organization"},"alternateName":"POST A RESUME Job Placement Consultancy","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.postaresume.co.in\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.postaresume.co.in\/blog\/#organization","name":"POST A RESUME HR Consultancy","alternateName":"POST A RESUME Recruitment Firm","url":"https:\/\/www.postaresume.co.in\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.postaresume.co.in\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/www.postaresume.co.in\/blog\/wp-content\/uploads\/2023\/01\/cropped-POST-A-RESUME-Visiting-Card-19-1-21-Copy-e1674324657677.jpeg","contentUrl":"https:\/\/www.postaresume.co.in\/blog\/wp-content\/uploads\/2023\/01\/cropped-POST-A-RESUME-Visiting-Card-19-1-21-Copy-e1674324657677.jpeg","width":190,"height":109,"caption":"POST A RESUME HR Consultancy"},"image":{"@id":"https:\/\/www.postaresume.co.in\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/postaresume","https:\/\/x.com\/postaresume","https:\/\/www.linkedin.com\/company\/postaresume","https:\/\/www.youtube.com\/@postaresumeHR","https:\/\/www.instagram.com\/postaresume2\/","https:\/\/telegram.me\/postaresume","https:\/\/in.pinterest.com\/postaresume\/"]},{"@type":"Person","@id":"https:\/\/www.postaresume.co.in\/blog\/#\/schema\/person\/693b4a7b281ff7ed1c16095edcb92cea","name":"Vipul Mali","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/e8e327eadb41d97d2d3cb330e423b35b796a3baf234f7814e15a17399e8e9781?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/e8e327eadb41d97d2d3cb330e423b35b796a3baf234f7814e15a17399e8e9781?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/e8e327eadb41d97d2d3cb330e423b35b796a3baf234f7814e15a17399e8e9781?s=96&d=mm&r=g","caption":"Vipul Mali"},"sameAs":["http:\/\/postaresume.co.in\/blog"],"url":"https:\/\/www.postaresume.co.in\/blog\/author\/vipultheadmin"}]}},"_links":{"self":[{"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/posts\/2280","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/comments?post=2280"}],"version-history":[{"count":1,"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/posts\/2280\/revisions"}],"predecessor-version":[{"id":3057,"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/posts\/2280\/revisions\/3057"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/"}],"wp:attachment":[{"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/media?parent=2280"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/categories?post=2280"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.postaresume.co.in\/blog\/wp-json\/wp\/v2\/tags?post=2280"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}