Employee burnout and work-related stress are influenced by the Pygmalion effect, which connects leaders' expectations and their impact on workers. In this post, we will delve into the Pygmalion effect, its relationship with burnout, and how leaders can effectively manage it in organizations.
The Pygmalion effect operates as a continuous cycle of positive reinforcement within organizations. As leaders raise their expectations, employee performance tends to improve, resulting in even higher expectations. This creates a feedback loop, continually raising the bar. Conversely, the Golem effect operates in the opposite direction, where lower expectations lead to decreased performance and even lower expectations. The Pygmalion effect holds significant implications for employee burnout. Burnout occurs when employees face unresolved work-related stress, resulting in poor job performance, low job satisfaction, and diminished morale. When leaders set excessively high expectations for their employees, it can generate excessive work stress that, if unaddressed, contributes to burnout. Employees become overwhelmed in their efforts to meet unrealistic expectations and goals set by their leaders. The problem escalates when leaders neglect stress factors and solely prioritize productivity. At the organizational level, executives often pursue higher business performance, striving for increased profitability and productivity. However, it is essential to ensure that the means of achieving these goals are aligned with employees' knowledge, skills, and abilities. The Pygmalion effect highlights the potential mismatch between leaders' expectations and employee capabilities, which can lead to burnout. In hierarchical organizations, this issue becomes more pronounced when leaders lack accurate information about lower-level employees' capabilities and stress levels.
Mitigating Burnout through Effective Leadership:
To address burnout related to the Pygmalion effect, leaders must adopt strategies that align organizational objectives, job performance requirements, and the capabilities of their workforce. This includes setting realistic expectations, providing appropriate resources and support, and fostering a positive work environment. By understanding and managing the Pygmalion effect, leaders can optimize employee performance and minimize the risk of burnout.
The Pygmalion effect plays a crucial role in the relationship between leaders' expectations and employee burnout. By recognizing this phenomenon and adopting effective leadership practices, organizations can create a healthier work environment, enhance employee well-being, and improve overall performance. By striking the right balance between expectations and capabilities, leaders can unlock the full potential of their workforce while mitigating the negative consequences of burnout.
Addressing Employee Burnout Linked to the Pygmalion Effect
1. Ensure realistic expectations.
2. Match actual input and performance with rewards.
3. Facilitate task delegation.
4. Encourage employee feedback on performance, job satisfaction, and morale
5. Know when to stop.
Almadi, S., & Maurer, F. (2016). Directions for Pygmalion Effect in Management: Natural Occurrence. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 18282). Briarcliff Manor, NY 10510: Academy of Management.
