Why the work hard/play hard mantra is hurting your bottom line

The “work hard/play hard” cliché of large corporations is outdated and harmful, leading to toxic workplace cultures that in turn impact the bottom line. It’s time to ditch outdated ideas and begin the process of reinvigorating workplace culture, says culture expert and best-selling author Colin D. Ellis.

“What we need, Colin,” the CEO said as they leaned back in their chair for a culture workshop I was leading, “… is a good, old-fashioned work-hard/play-hard culture.”

This is a mantra embraced by many organizations, promising a high-octane environment where employees put in long hours and then let off steam with boozy off-site retreats or raucous happy hours spilling out onto pub sidewalks talking about a ‘ well done’.

But beneath the surface of this well-worn cliché lies a disturbing truth: It’s a recipe for burnout, disengagement, and a toxic work culture that ultimately hurts the bottom line.

The “hard work” part of the equation often translates into a cycle of overwork, where employees are expected to sacrifice their personal lives and well-being in the name of productivity. This relentless grind can lead to physical and mental exhaustion, increased stress levels and an increased risk of burnout. And when burnout occurs, it’s not just the employees who suffer; the organization feels the impact through employee absences, reduced motivation, creativity, performance and ultimately missed results.

But it’s the ‘play hard’ component that really reveals the insidious nature of this cliché. Too often, the idea of ​​”playing hard” is code for excessive drinking, partying and a general erosion of professionalism. This celebration of excess can create an environment in which inappropriate behavior is tolerated or even encouraged, under the guise of ‘letting off steam’. From sexual harassment to substance abuse, the consequences of this toxic culture can be far-reaching… and devastating.

As recently as the 2010s, these behaviors were seen as an essential part of everyone’s working life, as evidenced by another all-too-common cliché: “If you can’t stand the heat, get out of the kitchen.” However, this is no longer the expectation.

A safe, respectful work environment has never been a requirement for all employees. Now that is very much the case. The #MeToo movement has amplified this demand, and now toxic cultures – and the leaders who preside over them – are being called out around the world.

This not only impacts the reputation of the leaders who preside over these cultures, but also impacts stock prices and revenue streams. The Confederation of British Industry (CBI) in Britain almost went bankrupt in 2022 as a result of its toxic culture and has still not fully recovered.

The work hard/play hard mentality reinforces a harmful dichotomy: that work and play are inherently separate and opposing forces, rather than complementary aspects of a balanced life.

This false dichotomy creates an unhealthy dynamic where employees feel like they have to fluctuate between extremes, rather than finding a sustainable middle ground.

Yet not only attitudes have changed, but also the way parents raise their children. My parents didn’t tell me to “find an employer who respects me and whose values ​​align with mine,” but that’s what we tell our children. We want better for them and we want better from the people who create the environment in which they will work.

So how can organizations break free from this outdated and damaging approach to working and create an organizational culture fit for the future? Here are a few key points to consider that I mentioned in conversation with the CEO:

• Define a culture of respect: You get the culture you want to define. Set clear boundaries and expectations around professional behavior and create an environment where employees feel safe and respected. Zero tolerance for harassment, discrimination or any behavior that undermines the dignity and autonomy of others.
• Lead by example: Leaders must embody the values ​​and behaviors they want to cultivate within the organization. Model healthy work habits, set appropriate boundaries, and create an environment where employees feel empowered to do the same.
• Promote work-life integration: Recognize that work and life are not separate entities, but rather interwoven aspects of a whole. Encourage employees to find a healthy balance that allows them to thrive in both areas, without sacrificing one for the other.
• Prioritize well-being: shift the focus from overwork to sustainable productivity. Encourage employees to prioritize their physical and mental health, and provide resources to support their wellbeing, such as flexible working arrangements, mental health support and wellbeing initiatives.

By embracing these principles, organizations can begin to dismantle the toxic “work hard/play hard” culture and cultivate a workplace that values ​​sustainability, respect and balance.

By doing this, they will not only improve the well-being and engagement of their employees, but they will also have a positive impact on results and position the organization for long-term success in an ever-changing world.

Detox Your Culture: Deliver Results, Retain Staff, and Strengthen Your Organization’s Reputation (Bloomsbury UK) by Colin D. Ellis is now available Amazon priced £20 in hardcover, £18 as an eBook and £15 as an audiobook. For more information, visit www.colindellis.com or follow Colin further LinkedIn, Instagram, Facebookor YouTube.