The talk of Narayan Murthy about overtime work was forwarded to me via email on 2006 by a colleague, when work-life balance is a trending topic among HR practitioners. At that time, we find overtime work productive bec. there are less distraction when almost everyone goes home. Narayan Murthy is the co-founder of Infosys, a multi-national corp. providing business consulting, technology, engineering, and outsourcing services.
I pushed this 9 year old blog post in front to encourage the bosses to find ways, because of the bad traffic situation, to promote work-life balance. And for professionals to recognise the need to step on the breaks, and just enjoy life and the people who matters to them.
Transcript of Mr. Narayana Murthy’s talk on overtime and going home on time :
I know people who work 12 hours a day, six days a week, or more. Some people do so because of a work emergency where the long hours are only temporary. Other people I know have put in these hours for years. I don’t know if they are working all these hours, but I do know they are in the office this long. Others put in long office hours because they are addicted to the workplace.
Whatever the reason for putting in overtime, working long hours over the long term is harmful to the person and to the organization. There are things managers can do to change this for everyone’s benefit. Being in the office long hours, over long periods of time, makes way for potential errors. My colleagues who are in the office long hours frequently make mistakes caused by fatigue.
Correcting these mistakes requires their time as well as the time and energy of others. I have seen people work Tuesday through Friday to correct mistakes made after 5 PM on Monday. Another problem is that people who are in the office long hours are not pleasant company. They often complain about other people (who aren’t working as hard); they are irritable, or cranky, or even angry. Other people avoid them. Such behavior poses problems, where work goes much better when people work together instead of avoiding one another.
As Managers, there are things we can do to help people leave the office. First and foremost is to set the example and go home ourselves. I work with a manager who chides people for working long hours. His words quickly lose their meaning when he sends these chiding group e-mails with a time-stamp of 2 AM, Sunday.
Second is to encourage people to put some balance in their lives. For instance, here is a guideline I find helpful:
- Wake up, eat a good breakfast, and go to work.
- Work hard and smart for eight or nine hours.
- Go home.
- Read the books/comics, watch a funny movie, dig in the dirt,play with your kids, etc.
- Eat well and sleep well.
This is called recreating. Doing steps 1, 3, 4, and 5 enable step 2. Working regular hours and recreating daily are simple concepts. They are hard for some of us because that requires ‘personal change’. They are possible since we all have the power to choose to do them.
In considering the issue of overtime, I am reminded of my oldest son. When he was a toddler, if people were visiting the apartment, he would not fall asleep no matter how long the visit, and no matter what time of day it was.
He would fight off sleep until the visitors left. It was as if he was afraid that he would miss something. Once our visitors’ left, he would go to sleep. By this time, however, he was over tired and would scream through half the night with nightmares. He, my wife, and I, all paid the price for his fear of missing out. Perhaps some people put in such long hours because they don’t want to miss anything when they leave the office. The trouble with this is that events will never stop happening. That is life !
Things happen 24 hours a day. Allowing for little rest is not ultimately practical. So, take a nap. Things will happen while you’re asleep, but you will have the energy to catch up when you wake.
With the crazy traffic and high expectations at work, is it possible to avoid overtime? How do you find and spend quality time with yourself and/or family?
About the author
Sonnie is an experienced strategist for employer branding and communications; and people/ organization management and development.
He also received two awards, one for his advocacy on digital accountability, and another for the use of blog for mentoring.
He co-founded Blogwatch in 2009. Thru this initiative, bloggers voice were heard in convo involving national issues.
He co- founded LODI Inc. (Learning and Organization Development, Inc.) in 2018 as an offshoot to his year long #HRMentoring program.