The pressure is there if someone on your team works nights and weekends, especially if they are senior to you. They may not even realize they are pressuring you! But it is impossible to avoid.
Something to remember, especially if you have anyone working under you - your work level will be seen as the minimum for your team members, not the exception.
I agree with the overarching sentiment, which is to lead by example (even if you're not explicitly in a leadership position).
At the same time I can accept some nuance here, e.g. working nights and weekends because you're taking some time back during the day in the week.
Similarly with remote working, if there's a wide enough timezone difference you might shift your routine to maximise overlap with the team.
I'm strongly in favour of maintaining harmony between work and life such that you're able to comfortably do both, but would not insist on a hard and fast rule.
If someone even further up the ladder says X does nights and weekends, so should the rest of the team, then the buck stops with that person, and they are contributing negatively to the culture.
It seems unreasonable to dictate the way your colleagues work because it doesn't match your own value system. If the culture of the company/team is fast paced or long hours, maybe it isn't the right fit for you.
Generally speaking though, companies should value output and results over hours. Easier said than done. Additionally, value should be placed on what one commits to do and delivers on. So if somebody is constantly having to pull late nights to complete work, they may be overcommitting. It's also possible a manager will consistently push people to overcommit: this is a problem because that can indicate poor boundaries, bad planning, poor resourcing, and so on.
In Germany that is required by law (if your employer sees you working when ill, working too long, working too much - they have to force you to stop).
If not by law, then because almost noone is happy working 60-70h and it puts pressure on others who feel like they also need to work similar hours. Additionally the efficiency gets worse as the weekly hours increase.
If some % of people are doing it then everyone will eventually be pressured to do it, otherwise they'll be at the bottom of the performance list. (Unless they are very good)
toomuchtodo|3 years ago
Overarching thesis is the people who work to live don’t want to be dragged by those who live to work. Not a judgement about someone’s passion.
apozem|3 years ago
Something to remember, especially if you have anyone working under you - your work level will be seen as the minimum for your team members, not the exception.
ljm|3 years ago
At the same time I can accept some nuance here, e.g. working nights and weekends because you're taking some time back during the day in the week.
Similarly with remote working, if there's a wide enough timezone difference you might shift your routine to maximise overlap with the team.
I'm strongly in favour of maintaining harmony between work and life such that you're able to comfortably do both, but would not insist on a hard and fast rule.
If someone even further up the ladder says X does nights and weekends, so should the rest of the team, then the buck stops with that person, and they are contributing negatively to the culture.
danielrhodes|3 years ago
Generally speaking though, companies should value output and results over hours. Easier said than done. Additionally, value should be placed on what one commits to do and delivers on. So if somebody is constantly having to pull late nights to complete work, they may be overcommitting. It's also possible a manager will consistently push people to overcommit: this is a problem because that can indicate poor boundaries, bad planning, poor resourcing, and so on.
carstenhag|3 years ago
If not by law, then because almost noone is happy working 60-70h and it puts pressure on others who feel like they also need to work similar hours. Additionally the efficiency gets worse as the weekly hours increase.
rjh29|3 years ago