There are several reasons why employers should be careful not to overwork their employers. At the top of that list is securing long term sustainability. Long term sustainability involves mapping out feasible productivity plans that balance workforce output and employee maintenance costs. This means that employers must factor in several other variables aside from net profitability when determining the ideal number of hours that their employees should work.

Where having company policies that encourage overtime and consequentially overwork does tend to boost individual employee productivity in the short term, Gunner (2000) showed that the increase was only part of a reverse parabolic trend, where a typical employee would work excessively reaching a productivity peak and then burn out and lose productivity within the next few months. This means that the overall productivity of a particular employee would ultimately be the same or even lower than if the company did not encourage overworking.

This is also undesirable because companies also do not generally prefer a very high employee turnover which cripples production continuity and creates a negative image of the company as a temporary stepping stone to greener pastures. The despotic method of overworking employees to get the maximum profitability is not feasible in current corporate climate where it is equally difficult to find good employers as it is to find good employees.

Companies should be interested in keeping good employees and this means keeping these employees satisfied with their work and their work atmosphere. Overworking is one of the major causes of stress which in turn is one of the primary causes of employment dissatisfaction (Edwards, 2003).

In conclusion, companies should maintain the balance between employee productivity and satisfaction by keeping them from getting overworked. This benefits the company with normalized productivity, prevents workforce burnout, and improves employer profile.

References:

Edwards, A. (2003). Stress: Causes, Symptoms, Complications. Kennedy & Kennedy.

Gunner, J. (2000). Employee Productivity Trends in Southern States Based Corporations. Harvard Press.

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