Shoaib Anwar October 27, 2017

Management fads come and go. Think one-minute management, or management by walking around. Fads tend to lose popularity in the same fleeting manner that it was gained, but sometimes lasting elements of management fads remain, and become part of the daily grind, believed to be correct.

Unfortunately, these myths have become ingrained in some managers’ beliefs about efficient work. Widespread belief doesn’t make it true, and that is especially evident in the workplace. Below, we look at the top 5 workplace myths, and try to dispel them.

#1 Email is the best way to communicate

In the 90s, when email was new, it provided a revolutionary new way to communicate. Messages were received instantly, and responses weren’t delayed. It was thought that sending emails to coworkers, as opposed to stopping by their desks for a chat, was less disruptive and allowed them to respond when they had a break in their workflow. However, email is rife with problems. It fails to effectively communicate emotion, and it reduces politeness. Email is a poor medium for anything but routine situations. Most importantly, though? Email can contribute to information overload, which can adversely affect mental health.

Email is a great way to communicate simplistic, routine messages. It’s also an excellent way to share facts. However, when the situation dictates that more communication cue is required, consider a face-to-face meeting or picking up the phone and reaching out.

#2 The more hours you put in, the harder you work

Workaholism is valued in many North American Workplaces and Work cultures. Arriving early and being the last to leave is seen as a sign that you’re dedicated to getting ahead. However, this may not be the best way to show the boss that you’ve got what it takes. You may hope that putting in long hours is sending the message that you’re harder working than everyone who went home before you, but you may be sending the opposite message. Your bosses give you work to complete during the work day, and if you can’t complete it within that time, they may start to wonder if this is the job for you.

Many bosses also frown upon putting in extra hours because they are cognizant of the fact that you need down time to recharge so that you are at your most productive when you are in the office. This is important for your own well-being as well. Anyone with a family needs to be able to effectively balance their work and life obligations, and staying late at work isn’t the way to do so.

#3 Employees that take a lot of breaks are slackers

In keeping with point #2, somewhere along the line, we’ve been led to believe that skipping lunch or coffee breaks makes us look hardcore, more dedicated and focused than our coworkers, and more eager to get ahead. However, skipping breaks is making you less creative, less healthy, less focused, and ultimately less productive. Business website OC Tanner published research that suggest that employees with high productivity didn’t work longer hours than their colleagues. It also showed that for every 52 minutes of focused work, the most productive employees took a 17-minute break.

Your break doesn’t need to be in the breakroom. It just needs to represent a break in focus that allows your mind to reset and refresh. Try popping on the Internet and catching up on the news, stretching in your cubicle, walking around the building, or cracking open a novel and reading a few pages. Once you feel you’ve reset, return to the task at hand. If you feel that your boss might frown upon breaks of this nature, try having an open and honest conversation about how you would like to implement a new strategy to improve your productivity.

#4 More money = more motivation

The money myth has been believed for so long that it is perhaps the most shocking myth on the list. Many managers and employers believe that money is the ultimate motivator. In fact, many believe it is the only motivator. The myth is that if you want more from employees, the way to get it is to pay more or offer pay-related incentives. However, many employees are more motivated by recognition. According to OC Tanner, recognition is almost four times more motivating than monetary rewards.

Recognition can take many forms. It can be as simple as saying thank you for a job well done, or as formal as handing out “best of the best” awards at banquets or luncheons. A thank you can be done privately in a conversation or through email, or publicly in front of peers and superiors. It’s not how you do it, it’s that you do it.

#5 Remote employee just want to stay home and goof off

While the myth may be that remote employees just goof off all day, lounge on the couch, and work in their underwear, the opposite is true. Remote employees are typically more engaged, better communicators, and more productive. Remote employees may also be more motivated to produce simply because they are remote and want to prove to management that the arrangement works.

Working from home is a perk for most remote workers. IT benefits the balance of their work and personal lives, contributes to reduced carbon footprint, and allows them to save mileage and gas in their vehicles. It may also allow workers to be home after school to greet children or provide support for an elderly parent living at home. For employees that value these benefits, it’s to their benefit to work productively in order to continue having remote work privileges.

Originally published at olelearning.com on October 27, 2017.