Working Smarter

Why a Workaholic Will Die Before an Alcoholic

Posted by Joe Robinson


THE CONVENTIONAL WISDOM on what makes for productive work often settles on the endurance factor, or quantity of hours. It’s as if the workplace is an Ironman triathlon in pants. The quantity yardstick plays right into the hands of a work behavior that is the opposite of what any employer would want: workaholism.

This is because the conventional wisdom on productivity is dead wrong, as in deceased-human-being wrong. As burnout scholar Christina Maslach puts it, “A workaholic will die before an alcoholic.”


For most alcoholics, it’s a long demise from cirrhosis of the liver or alcohol-related hepatitis. For workaholics, the end comes quickly in the prime of life, courtesy of stress-induced blood clots and heart attacks. It’s not a very productive outcome.

Researchers have found no positive correlation between workaholic behavior—long hours, feeling you should be working every waking minute, overwork—and productivity. Melissa Clark of the University of Georgia found in her metastudy on workaholism research that “even though workaholics may spend more time thinking about and physically engaging in work than the average worker, this may not be of any benefit to their employer.”

As someone who coaches and trains employees to work in a sustainable and more productive way through work-life balancestress management, and time management programs, I have had the opportunity to see up close why workaholics don’t do their companies any favors. They have high levels of stress, which undermine complex decision-making and cause crisis mentality, time urgency, bunker mentality, mistakes, and a raft of medical problems resulting in high absenteeism and medical bills. They think no one can do the job as well as they can, so they can't delegate or trust, causing bottlenecks, conflicts, and missed deadlines.

Click for "The 7 Signs of Burnout"

Stress constricts the brain to the perceived crisis of the moment, so you can’t see the big picture, and the ruminating thoughts it sets off serve as a constant distraction from whatever it is you’re trying to do. The workaholic’s stress and time frenzy is also highly contagious, spreading anxiety and frazzle throughout the team or department.


The very motivation of the workaholic is at odds with employee engagement. While engaged employees get intrinsic enjoyment from going the extra mile and fulfilling inner needs such as excellence or service, the workaholic is driven by negative feelings about work—that he or she should be going overboard. Guilt and perfectionism drive the workaholic, and both are constant stress triggers, self-inflicting pressure and tension beyond the demands of the job and causing friction with others.

Clark found in her research that “workaholism was related to the experience of negative discrete emotions (i.e., guilt, anxiety, anger and disappointment) at work and home, whereas work engagement was related to the experience of positive discrete emotions (i.e., joviality, attentiveness and self-assurance) at work and home" (Clark, Michel, Stevens Howell, & Scruggs, 2013). 

The difference in outlook has a big impact on the organization and the individual. People driven by negative emotions and pessimism have been shown to have reduced productivity, sales success, and rapport with others on the job, reports Barbara Fredrickson of the University of North Carolina.

In other words, proactive engagement is generated from within and satisfies core psychological needs as a result, while workaholism is a chase for external approval that can never be attained, since there is always the next item on the to-do perfectly list or jump on the instant you finish the last task. Engagement fuels positive emotions; workaholic behavior negative emotions.

The motivation behind workaholism, in essence, is a self-inflicted inadequacy, which can help us see why it’s a hazard to work, relationships, and home life. It forces you to prove worth beyond what’s needed in a futile exercise that runs over colleagues, performance quality, family, and health.


The term “workaholism” has been hijacked over the years to mean somebody who works hard, to the point experts had to stop using the word and switch over to “overperformance,” instead. It’s a more accurate definition, focusing on the act of not knowing when to say when and the poor time management and non-boundary-setting that drives it.

On so many levels, then, the workaholic undercuts his or her very reason for being—achievement. Quality results are not being accomplished—in fact, the opposite is happening, with output the result of fractured attention and a frazzled, overwhelmed work style. And you can never take satisfaction from what you get done, because there's always more to do.

Making things worse is the fact that the workaholic can't step back and recharge or even enjoy a free moment--since he or she hears the voice to get busy in any quiet moment. Free time is the engine of energy, focus, and productivity, so jamming it with more work cuts off critical performance resources.

This is a complete misunderstanding of how the body works. Periods of activation set off by the demands we face each day have to be countered with the parasympathetic system’s built-in remedies of rest and maintenance. If there’s no recovery, the stress builds cumulatively day to day, taking us down the road to the burnout treadmill.


Which brings us back to the physical threat of workaholism. How does it take you out of the sentient human being column so quickly? Let’s take a look at how the condition plays out in Japan, a country with a long tradition of punishing work hours. The Japanese salaryman is known for laboring long into the night, and stories abound of people doing 100-hour weeks having heart attacks at the office. They have a term for it: karoshi, or death by overwork.

There are some 2300 official karoshi deaths each year (you have to have worked 100 hours or more of overtime per month for the family to qualify to receive karoshi benefits, about $20,000), but Japan’s National Defence Council for Victims of Karoshi says the true number might be a high as 10,000 people annually.

People who work too much tend to eat badly, not get exercise, and have very high stress levels, and along with that, high blood pressure and cardiovascular problems. A Finnish study that examined 603,000 working people in the U.S., Europe, and Australia reported in 2015 that working 55 hours or more per week doubles the risk of heart attack and increases the risk of a stroke by a third.

Behaviors that drive workaholism, such as impatience, irritability, perfectionism, and anger lead to chronic stress, high blood pressure, and clogged arteries, and it’s a sudden trip to the ER or mortuary. Sure, there are alcoholics who have a quick exit, too, say, from auto accidents, but the majority will raise lots of glasses over the years while the workaholic has long since departed.

What if you love your work? Can you still wind up with a premature departure from the planet? Yes. Brian Curin, co-founder of the Flip-Flop Shop, a footwear retailer, started feeling out of sorts after working as an around-the-clock entrepreneur for years. As the boss, he had control, something that helps mitigate stress. Yet he felt he better get checked out. He had his blood pressure assessed and did an EKG. He still didn’t feel right when he ran to stay in shape, feeling sluggish and a little breathless.

He went back to the doctor and did a treadmill stress test. Good thing, too, because his physician looked at the result and told him he had to go into surgery that minute for a quadruple bypass. He was 39 years old.

Don’t be a hero or a martyr. Workaholism is a lose-lose for work and life.

For information on my stress management training programs that can help your team manage demands and reactions, please click on the button below:

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Tags: workaholism, burnout, overperformance, burnout and workaholism, perfectionism

Work Overload: Speaking Up about Boundaries

Posted by Joe Robinson

Boundaries are key to work-life balance

Alarmed that marathon workweeks were driving out too many talented people, the Boston Consulting Group created a program to head off the problem. Called the Red Zone, it flags employees who log more than 60 hours a week for five weeks, citing their exploits on reports seen by partners and managers. “A hero is not someone whose light is on at 10 at night,” says Kermit King, the firm’s head of recruiting for the Americas.

A Red Zone event triggers a meeting with a Career Development Committee sponsor to find out what’s causing the pattern. The manager reviews the project to see where adjustments can be made to prevent an expensive burnout.

Solutions can range from reprioritizing duties, to adding more resources, to changing the timeline and better time management. The program lays down a marker that pushing to the brink isn’t a smart way to work. The Red Zone has increased the number of consultants who feel their job is manageable and, as a result, boosted the number of people who say they want to stay at the company and improved work-life balance. 

Click for "The 7 Signs of Burnout"


Unfortunately, few organizations are aware of the importance of clear boundaries on their bottom lines or talent. One tech firm bases promotions on how much weekend time you work—while struggling with a growing retention problem.

A Red Zone program could have saved Karen Walker, a marketing exec for a large Silicon Valley firm, from herself. An intense case of workaholism drove her to 90-hour weeks, as well as chronic hives, hair loss, and thyroid medication. “I will work something till I feel it’s worthy of the company’s name,” she told me, a dictum that overtook her health.

A few sensible boundaries can save a lot of turnover and medical bills. There’s a reluctance to go there, though, because a very powerful myth makes us think that success requires going to the absolute breaking point. Yet the research and case studies are unequivocal: success depends on boundaries.

Researchers at Harvard Business School found that the key component for successful business executives that gave them true satisfaction was “the deliberate imposition of limits.”


“It allows them to say I don’t need to work away at this particular thing until I’m satiated and hate the very sight of it,” said Laura Nash and Howard Stevenson, authors of "Just Enough," in the Harvard Business Review. “This is ‘just enough.’ They recognize the importance of setting their own standards for ‘enough.’ And not falling prey to the lure of the infinite ‘more’.”

That’s what Susan, a Denver financial advisor I coached, discovered when she got to the end of her rope with 70-hour weeks. “I was hating work that I love and, by driving myself harder and harder, I had started to hate myself and my life,” she says. “My productivity was at a standstill, and I was always angry at myself for not accomplishing more."

The problem, she came to see, was that she was trying to be the best, an external goal, instead of focusing on doing her best, which is where the more important internal rewards come from. After shifting her outlook and revamping her schedule, she was able to set boundaries and improve her performance at the same time.

When a client recently asked her to do another loan report after she’d just finished one for this customer, she did something she never did. She said No. “I knew I had done enough,” she says. The client was initially unhappy, but called back the next day and apologized for being out of line.

“It feels great to know you can say you’ve done enough,” says Susan.

Research by Stanford Medical School’s Mark Cullen has uncovered something very revealing about the impact of overperformance on job satisfaction. Even if you love your job, if you do too much of it, you’ll hate it. Overly tasked people, says Cullen, don’t like what they’ve done at the end of the day. It turns out that too much work strips all the accomplishment, and fun, from what you’re doing.


Over the last couple decades we have become more and more hesitant to set boundaries, but that’s no longer tenable in a 24/7 world. It’s time to reclaim boundaries and see them for what they are, the most basic management tool, a key to work-life balance that allows us to work more effectively. They are also an essential stress management tool.

A small but growing number of companies are recognizing that operating without limits is hurting bottom lines and retention. Two maladies associated with long-hours schedules, stress and depression, are five to seven times more costly to treat than other workplace illnesses. 

We all work more productively when we have a chance to think, plan, and organize. We get that from boundaries. A report out of Harvard on speaking up in the workplace called the word No the “voice-oriented improvement system.” Things get better for employee and employer when we find out what's not working and don’t do more than we can do well.

This same report said that people are speaking up at work—they tend to be extroverts—and there is not the negative repercussions to it that are feared. People live to talk about it.


I do an exercise in my workshops where people who set boundaries share with those who don’t what happens when boundaries are verbalized. Sometimes nothing. Sometimes static, but often the boundary sticks and the person is actually respected more for it. They are not sent to the gulag.

Oftentimes, managers don’t know how many things you’re working on. Clarify. with them the tasks you’re doing. Your duties and schedules can help him/her see that it doesn’t make sense to have you do an excessive number of things poorly that don’t reflect the real priorities.

Most people today are in retaliatory mode all day, simply reacting to devices and what comes at them. That drives a lot of action and assignments without thought. You can bring that thinking into the equation by asking questions and offering more productive solutions than the task or the schedule that takes you beyond the capacity of physiology and excellence.

Boundaries give everyone a clear picture of where things stand, which is what you want to be able to do at the end of the day. 

If you or your organization could use some adjustments in the area of boundaries, click the button below for more information on our stress management, work-life balance, and productivity development trainings.

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Tags: overwhelm, work overload, workaholism, setting boundaries at work, overtime costs, work life balance programs, burnout, chronic stress

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