Should i stay late at work

As a result they lack criteria for determining whether to invest more time in work, and at some point may wake up and realize that the accumulation of small choices has taken them to a destination that they did not intend. Talk about it at home. Discuss your goals and priorities with the people closest to you — your spouse, partner, friends, or children if appropriate. Find out the extent to which their expectations match yours.

Without this dialogue you run the risk of constantly disappointing each other. Open up a dialogue at work. Make it clear to your boss and your colleagues that you are indeed willing to stay late and pitch in if there are legitimate reasons a client deadline, a customer crisis, a seasonal overload, etc. Every day, get fresh ideas on how to save and make money and achieve your financial goals. If you need better pay, consider becoming a Costco employee.

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For our full Privacy Policy, click here. Advertiser Disclosure. Your set hours are your set hours for a reason. Take a step back and consider your priorities.

Swedes have 25 vacation days usually more when working at a large company! Productivity remains high despite the shorter hours and additional holiday. While writing his autobiography, Henry Ford brought the workweek for his employees down to 40 from 48 after he realized they were making too many errors. There's also an Australian study from the University of Melbourne that found people over 40 who work 40 hours per week are at risk for physical and psychological stress that could potentially cause cognitive damage.

The researchers who made that discovery said that effect happens when those older than 40 work more than 25 hours per week.

However, working up to that amount increases positive mental stimulation. Some people push themselves to work beyond their scheduled hours because they think their bosses will see them as more diligent than their colleagues, thereby increasing their chances of getting promotions or excellent performance reviews.

A study conducted at a global strategy consulting firm debunked that theory, though. It found that superiors did not notice differences between people who worked more and those who did not. One employee who did not give his real name discussed being able to work less and find more time for enjoyable things without being discovered by his superiors or demonstrating a detectable drop in performance.

Even so, the worker's colleagues perceived that he put in even more time at the office than they did and praised him for his potential.