In some Kenyan workplaces, employees who leave the office at the official closing hour may be viewed as less committed than their colleagues who stay late. This perception can be influenced by the workplace culture, which can be shaped by the leadership. According to Sakwa Wangara, a human resource practitioner and lecturer at the College of Human Resource Management, some people feel the need to stay beyond their official working hours due to the culture at the workplace.
Mr. Wangara notes that some organisations associate employees who go beyond their official hours with commitment, particularly when they regularly take on extra work without claiming overtime. This can affect how employees who leave on time are perceived. An employee who consistently leaves at the official closing time may be seen as someone who respects time and is productive within the prescribed hours, or as someone unwilling to go beyond their basic duties.
However, staying late does not automatically mean an employee is more productive. Mr. Wangara says if an employee is spending additional hours completing their normal workload, rather than dealing with a new assignment or an unexpected development, it could point to poor time management or productivity. It should not be assumed that working extra hours implies higher productivity.
Verolyne Witambila Isutsa, a human resource professional with over seven years of experience, agrees that leaving on time should not be treated as a sign of poor commitment. If an employee arrives on time, meets their targets, and leaves without pending tasks, they should not feel guilty about leaving work on time. However, she cautions that employees may need to stay longer when the business requires it.
Ms. Isutsa notes that if an employee chooses to leave while their colleagues remain behind to help the business achieve its objectives, they may be seen as not being a team player. For managers, Mr. Wangara says the culture should start from the top. Leaders who complete their work within the prescribed hours and leave on time can signal to employees that staying late is not a requirement for demonstrating commitment.
Mr. Wangara adds that the distinction lies in whether staying late is an exception or has become the norm. An emergency or urgent deadline may justify working beyond official hours. However, when employees regularly stay late simply to complete their normal duties, organisations may need to examine whether the issue is workload, productivity, or workplace culture.
To create a healthy work environment, organisations should examine their workplace culture and ensure that employees are not pressured to stay late unnecessarily. By promoting a culture that values productivity within prescribed hours, organisations can help employees maintain a healthy work-life balance and reduce the risk of burnout.
Key points
- Workplace culture in Kenya may view employees who leave on time as less committed.
- Staying late does not necessarily imply higher productivity.
- Leaders play a crucial role in shaping workplace culture.
