A recent study of public sector workers reports that work demand is the highest predictor of workaholism. Employers need to consider this, especially in the current economic climate, when implementing changes relating to productivity demands.
Evidence suggests that social support and targeted counselling have a positive effect on the adverse effects of workaholism and employers can improve this support in the following ways:
- Activities and communications to improve trust in management, which has been shown to improve commitment, motivation and desire to remain in the organisation
- Line manager relationship building
- Buddying by peers within and beyond the direct department
- Buddying by other managers
- Team-working has been found to predict employee commitment and motivation, with employee involvement, empowerment, the offer of fair rewards and job security having significant effects on worker motivation
- Stress management training and workshops
- Allowing flexibility or time off to attend Counselling or investment in an Employee Assistance Programme. Counselling Strategies may include stress management to help workaholics find work they enjoy or work that they perceive as highly meaningful (Bonebright et al., 2000) or counseling that helps them to identify a goal other than work to reduce the extent to which their behavior is perceived as dysfunctional by themselves and by the organization employing them (Naugthon, 1987). Self-validation helps the workaholic learn to validate and value self-related aspect other than work.
Workability Solutions offers consultancy services to help you to identify the appropriate solution for your organisation. Contact Lucy for further information and help.