The best workplaces make it easy for employees to say no

This is the weekly Work Life newsletter. If you are interested in more careers-related content, sign up to receive it in your inbox.

With economic uncertainty and artificial intelligence changing the workplace, employees may feel more pressure to prove their value, even if that means taking on more work than they can handle.

But new research suggests some of the strongest-performing workplaces are doing something different: making it easier for employees to say no.

O.C. Tanner’s 2027 Global Culture Report, based on research involving 25,832 workers across 23 countries, found that workplaces that protect employee capacity have 13 times higher odds of regularly innovating and nine times higher odds of employees producing great work.

However, speaking up about an overwhelming workload isn’t always easy, especially when employees worry about how their commitment will be perceived.

“For someone who takes pride in being dependable, saying ‘I’m at capacity’ can feel like risking their reputation,” Alex Lovell, vice-president and head researcher at the O.C. Tanner Institute, said in an interview to The Globe and Mail.

He says employees often take on more work because they want to contribute and be recognized, even when doing so comes at the expense of their well-being.

AI is adding another layer of complexity, as organizations increasingly expect employees to accomplish more with new technology.

Mr. Lovell says that while AI might speed up certain tasks, it doesn’t eliminate the judgment, editing and other work required to complete them. “Instead, when we assume they can simply absorb more work, we risk reinforcing the same cycle of overcontribution, even with more efficient tools,” he says.

The research also found that employees whose capacity is protected have 12 times higher odds of feeling supported at work and 20 times higher odds of believing their organization cares about them as people.

So how can managers make saying no easier?

Mr. Lovell recommends making capacity reviews part of the process for approving new assignments. Before adding another project, managers should assess existing commitments and determine what needs to be postponed, reassigned or removed.

He says this shifts the responsibility away from individual employees having to speak up whenever they’re overwhelmed.

The way employees are recognized also matters.

“If recognition always goes to the person who worked all weekend, you’re reinforcing an ‘always on’ culture, not one that values work-life balance or wellness,” he says.

Instead, managers should recognize employees’ efforts alongside their accomplishments, even when projects don’t deliver the intended results.

However, Mr. Lovell cautions that managers also need support. Taking on extra responsibilities to help overwhelmed employees can create compassion fatigue if leaders don’t have boundaries or resources themselves.

Ultimately, he says strong performance requires organizations to create conditions where employees can contribute without constantly stretching themselves thinner.

“You can only have sustained high performance when it’s met with equally high support,” he says.

Fast fact

Workload woes

33 per cent

That’s how many U.S. workers say their workload increased after AI was implemented at work, according to a new study from The Sylvia Brafman Mental Health Center.

Picture perfect

In a crowded market, job seekers need ways to stand out. And with AI-generated content increasingly common on LinkedIn, traditional headshots and polished posts may no longer be enough to capture employers’ attention.

In this Moneywise article, Jan Hendrik von Ahlen, co-founder and managing director of JobLeads, suggests selfies, casual videos and personal content can help job seekers distinguish themselves. Melissa Pennington, founder and global head of HR at HR On Demand, advises job seekers to appear approachable without looking careless.

Cabin calls

“I travel a lot, so having a connection that is fast enough to actually work from is great,” said Christopher Mosby, who heads a cybersecurity company. “I just don’t think the rest of the cabin needs to join your Teams meeting with you!”

This Wall Street Journal article explores how improved in-flight connectivity is making it easier to work at 30,000 feet, but not everyone is on board. Individuals, lawmakers and travel associations are raising concerns about the growing expectation of constant connectivity and the disruptions that come with bringing work on the plane.

Retirement risks

This Globe and Mail article shows why falling birth rates may create problems for future retirees. Fewer children could mean a smaller workforce supporting an aging population, while the traditional role of children as a source of financial security in retirement is also diminishing.