Filipino workforce: Tired beyond repair?

As we ring in the new year, it is common practice to pause and reflect on the year that’s passed. In the corporate world, 2023 ushered in a new era where suddenly face masks were a thing of the past and most companies called on their employees to report to the office. Work did not seem to end in the office though as the work-from-home and hybrid work set-ups normalized working beyond the typical 9 to 5. There seemed to be a collective sigh among employees as they realized that this is the new normal. Still, many were eager to get back to work, grateful for the opportunity to earn and interact with others again.

It comes as no surprise then that 2023 left employees struggling to find balance at work. This sentiment echoes in reality as we hear colleagues and friends continuously complain about being exhausted. At 5 pm, you’ll see worn and weary faces queuing at the bus and jeepney terminals eager to get home only to continue answering emails.

To investigate the rising incidence of workaholism, more formally known as work addiction, and its effects on physical and mental health, Dr. Edyta Charzyńska from the University of Silesia in Katowice, Poland, and Dr. Paweł Atroszko from the University of Gdańsk, Poland have spearheaded a research project spanning over 100 countries worldwide. In the Philippines, this project is led by Dr. Mendiola Teng-Calleja, Executive Director of the Ateneo Center for Organization Research and Development (CORD). By completing the global survey, respondents will immediately receive a personalized report, which will enable them to gain a deeper understanding of themselves, their behaviors, and their performance within the workplace. Moreover, the immediate feedback provided serves as a tool to monitor workplace attitudes and behaviors that may be contributing to occupational stress and burnout.

The initial findings of this research project on work addiction reinforce this and reveal a clear message: the Philippine workforce is tired. Employees reported being tired even before arriving at work and needing more time to recover than in the past. Moreover, the exhaustion manifests not only physically but emotionally as well. This begs the question: is the Philippine workforce tired beyond repair? More importantly, what can we do to remedy this situation?

The answer to the first question is no…at least not yet. Exhaustion from work may seem like a simple issue that employees can easily fix on their own. However, when long drawn out and compounded with other factors, this exhaustion may evolve into burnout. According to Maslach, burnout is defined using three key dimensions - emotional exhaustion, depersonalization or feelings of cynicism and detachment from the job, and reduced personal accomplishment. These dimensions were further described in sequential stages, with exhaustion developing first in response to work overload. This would then lead to detachment from the job and subsequently, a reduction in professional efficacy. Needless to say, this would have serious implications for both the employee and the organization.

Addressing burnout requires a multifaceted approach, starting with awareness. Simply knowing that burnout is a serious condition many employees struggle with today helps organizations deal with the problem from a more empathetic perspective. Beyond awareness, organizations are called to deepen their understanding of employee well-being through different resources available to them. For instance, the Ateneo Center for Organization Research and Development recently launched a book titled “Workplace Well-being in the Philippines: A Guidebook.” As the title suggests, the book covers a wide range of topics related to employee well-being such as enhancing employee well-being using performance management, caring for stressed and burnt-out employees, and championing well-being in the workplace through HR programs, among many others. Of particular interest is a first aid protocol for mental health titled C.A.R.E.S. that outlines practices and skill sets that managers can utilize in the workplace.

Finally, organizations are called to act. As mandated by the Mental Health Act, strategies and protocols to enhance employee well-being should be integrated into the workplace and given priority. Likewise, company managers and leaders are expected to foster a supportive work environment and find harmony between productivity and a healthy workplace culture. This 2024, burnout is not a testament of dedication but rather a sign of unhealthy work-life balance. Taking time off is a requirement for all, not a reward earned from working to exhaustion. Employee well-being is top priority, not an afterthought.