Toxic productivity is an unhealthy compulsion to always be productive, often at the expense of mental and physical well-being, relationships, and overall quality of life. In today’s hyper-competitive work culture, this drive to achieve constant output is frequently celebrated — even expected. For business owners, understanding and addressing toxic productivity is vital for fostering healthier workplaces and ensuring long-term success.
Understanding Toxic Productivity
Toxic productivity stems from a complex mix of psychological and societal influences. It often begins early in life, where environments equate hard work with virtue and rest with laziness. This mindset is further ingrained by workplace cultures that reward perfectionism and tie self-worth to achievements.
The Role of Social Media
Social media exacerbates the pressure, fostering constant comparisons. Studies reveal that upward social comparisons can lead to low self-esteem and depression, especially among women. During the pandemic, this pressure intensified as people turned to work to regain a sense of control and purpose amid uncertainty.
Outdated Metrics of Productivity
The pandemic also highlighted how outdated metrics, such as gross domestic product (GDP), continue to perpetuate the idea that productivity equals worth. Instead of prioritizing employee well-being, Canadian businesses—like many others globally—focused on returning to pre-pandemic GDP levels.
The Impact of Artificial Intelligence
Adding to the complexity is the rise of generative artificial intelligence (gen AI). These tools promise to save time but challenge traditional productivity metrics. If employees complete tasks faster using AI, shouldn’t they be rewarded with more time off or opportunities for creativity?
Without a shift toward measuring goals achieved rather than hours worked, toxic productivity will persist—or even worsen.
The Canadian Workplace and Overdoing Everything
One of the worst work habits amplified by the pandemic is over-collaboration. Weekly meetings have surged by 192%, creating environments where employees feel overwhelmed by constant demands. In Canada, where remote work remains prevalent, this over-meeting culture is particularly pronounced, leaving workers drained and unproductive.
Rest, unfortunately, is stigmatized in many workplaces. “Hero culture”—where employees who skip vacations and work late are celebrated—persists. In Canada, despite statutory vacation laws, studies show that many workers still feel guilty about taking time off, fearing judgment from colleagues or supervisors.
Women in Canada often bear the brunt of toxic productivity. The “second shift” of domestic responsibilities disproportionately impacts working mothers, leading to higher burnout rates. A McKinsey study found that mothers are significantly more likely to handle most household tasks. This dual burden makes rest feel unattainable and contributes to the lack of women in senior leadership roles.
Why Leaders Must Break the Cycle
Canadian business leaders play a pivotal role in either perpetuating or dismantling toxic productivity. Unfortunately, many unintentionally reinforce it through actions like sending late-night emails, skipping vacations, and glorifying overwork. These behaviors set a tone that normalizes overexertion across their teams.
Modeling Better Habits
To foster healthier workplaces, leaders need to model better habits. For example:
- Practice “loud vacationing”: Openly share time-off plans to demonstrate that rest is valued.
- Set boundaries: Clearly separate work and personal time, reinforcing a commitment to employee well-being.
The Power of Empathy
Empathy is a powerful tool for change. Lindsay-Rae McIntyre, Chief Diversity Officer at Microsoft, highlights the need for environments where empathy can thrive. For Canadian leaders, this means:
- Understanding employee struggles.
- Prioritizing mental health within workplace culture.
Why It Matters
Research shows that employees who log off at the end of the workday are 20% more productive than those who feel pressured to work after hours. By promoting rest and balance, leaders can drive long-term productivity while safeguarding employee well-being.
Practical Steps to Combat Toxic Productivity
Breaking the cycle of toxic productivity requires systemic changes. Here are actionable strategies Canadian business owners can adopt:
1. Audit and Reduce Meetings
Meetings are one of the biggest culprits of wasted time. Conduct a meeting audit to identify which ones add value and which don’t. Encourage employees to delete unnecessary recurring meetings from their calendars and only reinstate those deemed essential. For example, Shopify, a Canadian e-commerce giant, introduced meeting-free Wednesdays and capped large meetings to a six-hour window on Thursdays. These changes saved the company 322,000 hours annually.
2. Shift Productivity Metrics
Traditional metrics like hours worked are outdated. Instead, focus on outcomes. Encourage employees to set achievable goals and reward them for reaching these milestones, regardless of how much time it takes. This approach not only reduces stress but also fosters creativity and innovation.
3. Normalize Rest and Recovery
Create a workplace culture where rest is valued. Offer mental health days, encourage employees to use their vacation time, and provide resources for stress management. Make it clear that taking time off isn’t just acceptable—it’s encouraged. For instance, some Canadian companies have started offering wellness stipends that employees can use for activities like yoga, therapy, or travel.
4. Leverage Technology Thoughtfully
While tools like gen AI can enhance efficiency, they should be used to alleviate workloads, not increase expectations. Use technology to streamline processes and create more opportunities for meaningful work rather than micromanaging employees.
5. Foster Empathy and Flexibility
Empathetic leadership is key. Understand that every employee’s situation is unique and offer flexibility where possible. Whether it’s remote work options, adjusted schedules, or additional support for working parents, small changes can have a big impact on reducing stress.
6. Encourage Gender Equity
Women are disproportionately affected by toxic productivity. Address systemic inequalities by providing mentorship programs, equitable parental leave policies, and opportunities for career advancement. Ensure that women have the support they need to thrive without burning out.
Success Stories: Inspiration for Canadian Businesses
Several Canadian companies are already taking steps to combat toxic productivity:
- Shopify: By reducing unnecessary meetings and implementing cost calculators for large gatherings, Shopify has saved significant time and resources while empowering employees to focus on meaningful work.
- TELUS: The telecommunications company offers robust mental health programs, including access to therapists and wellness resources, to support employee well-being.
- Asana: Although not Canadian, Asana’s “meeting doomsday” strategy offers a valuable template. Employees conduct audits, delete unnecessary meetings, and repopulate calendars with only essential gatherings. The result? Employees save an average of 11 hours per month, leading to improved focus and satisfaction.
The Future of Work
Changing entrenched attitudes about productivity isn’t easy, but it’s necessary. Canadian businesses have an opportunity to lead the way by prioritizing well-being over constant output. As more employees, particularly Gen Z and millennials, push back against toxic work cultures, companies that adapt will be better positioned to attract and retain top talent.
Toxic productivity isn’t just a workplace issue; it’s a societal one. By taking steps to address it, business owners can create healthier, more sustainable environments that benefit employees, leaders, and communities alike. And in the end, no one’s biggest regret will be, “I wish I had spent more time in meetings.”
