How to distinguish between overtime that can improve labor productivity and "fishing" negative overtime?

In today's society, overtime has become the norm for many professionals. Some people work overtime in order to complete specific tasks, improve work efficiency and realize the value of individuals and enterprises; Some people work overtime to meet the requirements of leaders, show their professionalism and strive for more bonuses and promotion opportunities; Others work overtime, posing, putting on a show, killing time and waiting for the time to get off work. These different overtime motives and methods have different effects on labor productivity and employee welfare.

The simplest way to distinguish is to look at the purpose of overtime. If overtime is to accomplish specific things, such as catching up with a project, solving an urgent problem, or learning a new skill, then this overtime probability can improve labor productivity. Because this kind of overtime has clear goals and deadlines, employees can arrange their own work plans and time allocation according to the actual situation, and try their best to make the best results in a limited time. This kind of overtime can also stimulate the enthusiasm and creativity of employees and make them feel the sense of accomplishment and value of their work.

If overtime is for overtime, for example, if the leader doesn't leave work, employees can't leave early; Or the company has a mandatory or implicit long-term working system such as 996 and 007; Or if employees do not finish their work during normal working hours, but make remedies during overtime hours, then this overtime is passive overtime of "fishing". Because this kind of overtime has no clear goal and deadline, employees just do nothing or delay time in order to cope with the form or avoid responsibility. This kind of overtime can not only improve labor productivity, but also reduce the efficiency and quality of employees, resulting in waste and loss of resources.

Another way to distinguish is to look at the result of overtime. If overtime can bring obvious benefits, such as improving customer satisfaction, increasing market share, creating new value points, or getting reasonable rewards and rewards, then this overtime can improve labor productivity. Because this kind of overtime is result-oriented, employees can get corresponding rewards and recognition through their own efforts, thus enhancing their self-confidence and career development prospects.

If overtime does not bring obvious benefits, such as not improving performance or quality, not solving problems or difficulties, and not getting reasonable rewards and rewards.

Another way to distinguish is to see how harmful overtime is. If overtime can reasonably arrange work and rest without damaging physical and mental health and family harmony, then this kind of overtime can improve labor productivity. Because this kind of overtime is moderate, employees can give full play to their potential and talents while ensuring their physical quality and psychological state.

active

If overtime will lead to serious physical and mental health problems and family conflicts, then this kind of overtime is "fishing" passive overtime. Because of this overtime, employees will suffer from various diseases and obstacles, such as heart disease, stroke, depression, insomnia, fatigue, anxiety and so on. These diseases and obstacles will not only affect employees' work performance, but also affect their quality of life and happiness. At the same time, employees will also lack communication and interaction with family and friends, leading to family tension and lack of social support.

To sum up, overtime work that can improve labor productivity and passive overtime work by fishing can be distinguished from three aspects: purpose, result and harm. Generally speaking, clear objectives and deadlines, obvious benefits and returns, reasonable arrangement and measurement of overtime can improve labor productivity; Overtime without clear goals and deadlines, no obvious benefits and rewards, and no reasonable arrangement and measurement is passive overtime. We don't advocate overtime work, and we should try to avoid the latter, because it will not only fail to improve labor productivity, but will damage employees' physical and mental health and family harmony.