6 Workplace Myths, Debunked

By Cass Jacoby, RCS Reporter.  

Misconceptions that no longer hold true in the modern workspace. 

When it comes to the American workplace, we carry some strange myths about how to build a hyper-productive workspace. There is a lot of well-intentioned business advice that has circulated offices and cubicles over the years, and while some of it is sound, there are other tidbits that have been flat out disproven. We have learned so much when it comes to improving not only the efficiency of a workplace but employee happiness and satisfaction, so it’s time to do away with outdated workplace misconceptions.  

Here we bust six workplace myths that research tells us don’t hold true: 

Myth #1 - Longer hours yield greater productivity  

We've all heard “nine-to-five job” as a common phrase, but just because it's the norm doesn't mean it's the best way to run a workplace. While it might make sense that more hours on the job could mean more hours of the job getting done, studies show that everyone has a limit of productive hours during the day. When employees work marathon hours, they are less likely to deliver high-quality results and will simply get burnt out. Employees usually aren't productive for all eight hours every weekday. In fact, research done by the Draugiem Group found that the most productive employees worked less than eight-hour work days. They also took regular breaks averaging out to half an hour every hour. Built-in breaks and shorter workdays actually enable employees to be their most productive. 

Myth #2 - Money is the only motivator 

Financial reward is the easiest motivator to measure, but studies show that engagement at work relies on much more than just compensation, such as the feeling that you are being appreciated and doing meaningful work. A global Boston Consulting Group study of over 200,000 employees found that an attractive salary is only the #8 consideration; at the top of the list are feeling appreciated for their work, good relationships with colleagues, and a good work/life balance. 

While money is certainly a good incentive for promotions and hard work it isn't the only thing that impacts employee performance; a work environment that supports them, motivates them and pushes them to succeed is more likely to be motivating. A recent study by the O.C. Tanner Institute and  The Cicero Group reveals that only 7% of participants responded by saying a salary increase motivates them while more than five times that amount responded by saying, “recognize me.”  

Myth #3 - Remote workers work less 

If the pandemic has taught us anything it's that people can work from home and still be very productive. Gallup’s State of the American Workplace reveals that employees who work remotely are actually slightly more engaged than those in the office. And, research by Stanford University found that productivity increased when employees were allowed to work from home. Productivity of remote employees rose 13%, and 9.5% of that increase was attributed to working more hours. 

Myth #4 - Having fun hurts your performance 

This is by far the worst workplace myth because it not only hurts employees that businesses. Go Image Works reports that companies that are too strict with their rules create a negative culture that can lead to overstressed employees and poor performance. 

Myth #5 - High achievers make great managers 

Managing and leading are two different kinds of jobs and it turns out that there's a mismatch between high performers and fantastic managers. While it's certainly true that managers are awarded their job and title by being experts in their field, being a great manager means being effective at bringing out the best in employees. Research on the “Value of Bosses” by Stanton, Shaw, and Lazear found that bosses who don’t improve the productivity of their people have an exit rate that is nearly twice that of average-quality bosses. According to Forbes, being a great manager takes more than just knowing your stuff — you need to understand your people and their talent too. 

Myth #6 - People don’t want to work hard  

NRCA says that few people are naturally lazy, and what movies and sitcoms show us of people hating their jobs and procrastinating isn’t the reality. Most of the time “disengaged” behavior in employees is more a product of a situation rather than an innate quality. Fast Company suggests an exercise where you remember a project when you felt “in the flow” and the work came easy, versus a project you dragged your feet through and noting the differences between the two projects to find what works to motivate and engage employees on future projects. 

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