Not necessarily, according to new research that finds employees with such workaholic tendencies may not always work out so well.
In its recent study of 1,385 individuals taking a “Type A Personality Test,” online psychological assessment provider PsychTests found 86 percent of respondents classifying themselves as workaholics saying they push themselves to accomplish their goals. Sixty-five percent of those in this group said they take work home with them, with 63 percent claiming they “hate the idea of being considered an average performer.”
That all sounds fine and good, but there’s a downside to an intensely driven personality that can manifest itself in some nasty ways.
For example, 73 percent of those who consider themselves workaholics said they have trouble unwinding at the end of the day. The same number reported getting angry with themselves when they “don’t finish everything they wanted to do.” (These folks aren’t exactly thrilled with co-workers they see as creating distractions, either, as 68 percent said they “can’t tolerate people who slow them down.”)
In addition, 60 percent said they tend to be overcompetitive and impatient with co-workers. Fifty-eight percent report feeling tense, 49 percent have trouble falling asleep and another 46 percent find their lives are too stressful.
These figures certainly aren’t the first indication that workers who regularly push themselves to extremes may be barreling toward a breakdown—and may end up taking some of their colleagues along for the ride. And, other studies offer evidence that this type of employee often reaches a point where his or her efforts simply become counterproductive.
Just last week, in fact, HRE Managing Editor Kristen B. Frasch reported on recent Stanford University research findings that suggest employees working more than 50 hours a week are essentially spinning their wheels soon after hitting the half-century mark.
In that piece, work/life experts urged employers and HR leaders to implement initiatives such as paid-time-off banks and flexible hours for all employees as a way to encourage better work/life balance among the workforce.
While making such options available is certainly a positive first step, PsychTests President Ilona Jerabek advised managers to be a bit more direct in dealing with hard-charging workers who may sometimes need saving from themselves.
“This kind of extreme, ‘Type A’ personality has a shelf life as an employee, as [such an employee] cannot keep up this kind of schedule and work dedication for a sustained period of time,” Jerabek recently told Bloomberg BNA.
“You need to give them permission to take it easy,” she said, “and explicitly tell them to take some time off.”