Is your workload too high? It depends on who you ask. Prior research has suggested that having too much work to do is a bad thing. But, who defines what “too much” is? Usually people think that you are working too much based only on the number of hours you’re working. But, new research shows that it’s more about how you interpret it. Read more below to figure out if your workload is actually too high! If you’re interested in this topic, you can find out more about this topic here.
What is workload?
The concept of workload is pretty straightforward. It’s how much work you have to do. Heavy workload occurs when you have a lot to do, and the opposite occurs when you don’t have much to do at work. A heavy workload is usually associated with the perception that you have more to do than there are hours in the work day.
Past research has shown mixed results about whether or not having a heavy workload is unhealthy. Some studies show that it depletes well-being. But, other studies show a more neutral effect. Some countries have taken a hard line stance on regulating it, suggesting that organizations that consistently create jobs that have a high workload should be penalized.
What is high workload?
New research shows that it’s not necessarily how much you have to do, but how you interpret it that matters. Asking employees how much they have to do doesn’t seem to be related in a linear way to well-being. Instead, it matters whether the person is satisfied with the workload they have.
In other words, you could have a light workload and wish you had more to do. Or you could have a heavy workload and be happy with being so busy. It’s more about your preferences and less about what you have to do!
How can leaders use this information?
If you are a leader trying to manage workload for your employees, talk to them about how much work they have. Sometimes leaders assume that if employees have a lot on their plates, they will automatically be more unhappy. But, some employees might thrive when they have more to do (within reason of course – everyone needs sleep!). Other employees might be overwhelmed even if they have less to do.
Trying to distribute work according to preferences might help your team to function more effectively. Of course, those who are contributing more should be rewarded! But, it will boost well-being if everyone is working the amount that they want to, as opposed to equally distributing work among employees. So, before you decide how to divide work, think about whether employees think they have too much to do, instead of just looking at the amount of work they are doing!
