Productivity Paranoia
How much do you worry about how productive you’re being?
Since the pandemic, employers and employees alike have felt burned out. 80% of employees are feeling burnt out. We’re now facing an economic downturn. We’ve asked employees to come back to the office. Tensions are rising.
Microsoft has coined this newfound tension as “productivity paranoia.” So, what is it?
Microsoft explains this as “a fear among leaders that remote and hybrid employees are being less productive than they would be in an office full-time, even though people are working more than ever.”
It makes sense to feel hesitant or skeptical about remote employees’ productivity as a leader.
However, experts warn heightened productivity anxiety from leadership can increase levels of burnout and cause hybrid models to crumble throughout the entire organization. While productivity on any team is incredibly important, so is employee well-being and mutual trust in leadership. Solving this issue needs to come from those of us at the top.
How can you address Productivity Paranoia on your team?
Just like noticing your own burnout tells, it’s important to name the elephant in the room. Acknowledge what is happening on your team. Be open and transparent about the fact that burnout can, and likely has affected many people already, and that the continued need to “prove” how productive we are can add to that stress.
🔧 The fix:
1. Focus less on activity, and more on impact: Senior leadership wants to see how tasks and projects link up to overall company goals. As a leader, help your employees see these connections, and prioritize what makes impacts across the organization.
2. Share articles and ideas that include data: Organizations love data! Show your team the research behind taking care of employee mental health, and how it can boost productivity.
3. Propose ERGs for workplace health: A lot of companies are starting ERGs (employee resource groups) which can help destigmatize burnout, productivity paranoia, and the challenges associated.
4. Pilot Mental Health initiatives with your team: Try implementing mental health benefits, set up workshops, virtual connection time, encourage a company wide mental health day, prioritize team building offsites, etc.
5. Share feedback: Give honest, and actionable feedback early and often. Feedback is what helps us understand how to support each other, and prioritize the most important tasks. Understanding the needs of both employee and company can help folks stay on task, and communicate clear and reasonable expectations.
