Nowadays, we are no longer talking about mobilization, i.e. employees’ commitment to go the “extra mile” due to gestures of reciprocity or civic behaviour when acquainted with a work environment that offers good psychological conditions (Tremblay, Simard, 2005).
Instead, today’s main topic of discussion is energy. That same energy allows employees to be more productive and have a better level of concentration during regular working hours, all year round.
According to Alaei (2018), being a workaholic does not necessarily make us more productive or work smarter. Working too hard is as damaging as a drug addiction. This can lead to mental and personal problems, such as depression, anxiety, substance abuse, workplace harassment, relationship breakdown, and above-normal absenteeism.
Are you helping your employees recharge their batteries?
Types of batteries
We have several batteries that give us energy:
- The emotional battery increases flexibility, creativity, and gives the ability to see opportunities;
- The spiritual battery helps to feel joy and to be resilient in the face of hardships;
- The physical battery helps to be active, tolerant to stress and threats, as well as support the parasympathetic nervous system;
- The mental battery helps us focus, learn, and bounce back.
The batteries can go weak
For example, the emotional battery can be drained when an individual is dealing with circumstances of concern, denial, or isolation. It can also be recharged with relaxation, exercise, meditation, and recreational activities. We therefore need to take the time to do nothing.
Alaei’s (2018) study on productivity, happiness, and downtime found a correlation between taking breaks, level of happiness, and increased levels of productivity. This highlights the importance of promoting downtime in organizations so that employees can recharge their batteries.
How to help employees recharge their batteries
Several actions can help you recharge employees’ batteries and save their energy:
- Maintaining a consistent alignment of HR practices that follow the objectives of the organization;
- Creating a culture based on flexibility;
- Adopting a management approach based on recognition and strengths;
- Fostering a workload that allows for a regular work schedule;
- Presenting mandates that interest your employees;
- Offering a position that balances the demands and requirements of the job (so as much support as the workload requires).
If you have any questions about our methods of helping you energize your employees, please do not hesitate to contact our team.
By Andrée Mantha, M.Sc., ICP-AHR, CRHA
HR blog Editor – Iceberg Management
 Tremblay, Michel ; Simard, Gilles (2005). « La mobilisation du personnel : l’art d’établir un climat d’échanges favorable basé sur la réciprocité », Gestion 2005/2 (Vol. 30), p. 60-68.
 Alaei, Omid. « Downtime, happiness and productivity » : 4e Conférence annuelle sur la psychologie positive : Bridging Canadian Well being, 25 mai 2018, Université Victoria, Toronto, Canadian Association for Positive Psychology (CAPP).