Morris suggests a number of tactics to skirt the chances of overcommitting in a way that might lead to a lack of sleep, including office rules that dictate how early (and how late) employees can be on the premises, disallowing emails before 6:00 a.m. or after 7:00 p.m., and meeting times that cannot be set early Monday or late Friday.
Setting Realistic Goals
“When commitments are unhealthy due to nature or quantity,” Morris says, the result can be “decreased motivation and energy at work.” In such cases, she explains, “Managers must be willing and able to have very direct and ongoing conversations with the overcommitted employee about small steps that can lead to change and progress. We all want what’s best for our employees, but managers must be realistic and accepting of what can and cannot change, just as the employees must accept the consequences of their actions.”
This degree of overcommitment is especially common among highly motivated employees—particularly ones who have a strong sense of responsibility to their community. In many workplaces, employers recognize this bond and encourage it: the number of large companies offering volunteer time off rose from 16 to 60 percent in the five years between 2008 and 2013.
But it’s important for both managers and employees to be realistic about the time commitment required by volunteer work. “There is always a possibility of overcommitment,” admits Diana McClean, director of marketing for Ocean Mist Farms, headquartered in Castroville, CA. “Prioritizing is a key talent I’ve learned over the years to evaluate when to say yes or no to additional activities.”
McClean says she carefully balances opportunities against time requirements to avoid burnout. “Getting clarity on what is being asked in regards to your level of time and resources helps make this decision.”
Maintaining Priorities
Of course, pursuing a passion isn’t just attractive to employers, it has tangible benefits for workers as well. A study by the employment administration of the Canadian province of Alberta showed employees who volunteer can build networks, acquire new skills, and have a better chance at promotion. This makes it even more important for employees to be honest with themselves about their motivations for pursuing outside interests.
Jin Ju Wilder, director of marketing at LA & SF Specialty in Santa Fe Springs, CA, pays close attention to her volunteer hours. “My priorities are my family and my work, so I have to be careful about the role I take in the various organizations I support. Sometimes I have the time and energy to commit to being in a leadership position; if not, then I am very straightforward about being unable to commit but will offer my support in other ways. I don’t volunteer for the sake of volunteering; I only volunteer when I have a passion or strong interest, and when I think my skill set and experience can add value.”
