Jeffrey Pfeffer on Recentering Employee Health at Work
On this episode of Redefining Work, I’m joined by Jeffrey Pfeffer, professor of organizational behavior at Stanford University and author of “Dying for a Paycheck,” among other books. We dive into the critical topic of employee well-being and explore the harmful effects of workplace stress and poor working conditions on employee health.
Jeffrey argues that employers must take greater responsibility for the mental and physical health of their workers. He also emphasizes the need for government regulation to ensure real change, as voluntary efforts by companies simply haven’t been enough to spark a revolution. “Employers can be good or bad stewards of the humans whose lives have been entrusted to them,” Jeffrey says. “Some are good stewards, and many are not.”
In this conversation, Jeffrey shares his take on the importance of protecting employee health and ways you can advocate for better workplace conditions. Listen in as we explore ways to redefine work for a healthier future.
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Workplace Stress Is Only Getting Worse
Jeffrey paints a stark picture of the current state of workplace conditions, pointing out that things have only gotten worse since he published “Dying for a Paycheck” in 2018. He stresses the growing problem of job uncertainty caused by the global pandemic and ongoing economic change.
“The last six years have fundamentally continued a trend that had begun years before, which is to make employment less secure,” Jeffrey says. “And by less secure, I mean if you are an hourly worker, you’re now much more likely to find your schedule varying from week to week, and therefore your income varying from week to week.” These conditions cause bad habits like smoking, drinking too much alcohol, and not exercising, which make people’s physical and mental health worse.
This deterioration isn’t just a result of external events; it’s also a reflection of how companies manage their workforce. Jeffrey points out that layoffs have continued unabated, especially in tech companies with ample resources. “Employment insecurity has gone up,” he notes. This trend, he says, is a call to action for both employers and policymakers to put workers’ health first and take steps to reduce workplace stress.
Younger Generations Are Standing Up to Stress
There’s been a significant shift in how younger generations view their relationship with employers, driven by a legacy of corporate disloyalty. “The younger generations watched their parents and aunts and uncles and grandparents give their lives to companies that then laid them off,” Jeffrey says.
This experience has fostered a deep skepticism toward traditional notions of job security. “So many of the younger people say, ‘I do not want to go to work for employers who are going to treat me like some kind of disposable plastic cup,’” he continues.
This shift is forcing employers to reconsider their approaches to employee engagement and retention. Companies now face the challenge of accommodating the interests of a workforce that values work-life balance and mental health. Failure to do so will make it harder to attract and retain talent in the long run.
We Need Regulations to Elevate Workplace Health
Jeffrey strongly advocates for government intervention as a necessary driver of change in workplace conditions. He draws a parallel between environmental and human health regulations, arguing that just as laws like the Clean Air Act were essential to environmental protection, similar legislation is needed to safeguard employee well-being. "Prevention is cheaper than remediation," he says, emphasizing that addressing issues like stress and depression early on is more effective than dealing with their consequences later.
A striking example he provides is the case of French Telecom, now Orange, where the French government prosecuted executives after a series of employee suicides linked to stressful layoffs. "The French government actually arrested the CEO of Orange and the head of HR," Jeffrey recounts, illustrating the potential impact of holding corporate leaders accountable. “On the day that a district attorney goes in and arrests a CEO for murder because of how they’ve treated their employees, things will change, and until then, probably not much.”
But you can play an important role in setting a new paradigm. As HR leaders and executives, it is imperative to take proactive steps to create healthier, more supportive work environments. By doing so, we not only improve the lives of employees but also build more resilient and successful organizations.
People in This Episode
Jeffrey Pfeffer: LinkedIn