How comfortable do you feel right now? More specifically, how comfortable do you feel at your job and your workplace?
A step further in this game - does your workplace give you flexibility, can you work from home or various locations around the world; do you have access to a benefits package; perhaps counseling services or HR organises regular training sessions on various topics for your development and stimulus? What else is there that makes you feel comfort or discomfort at work? We invite you to write them all down on a sheet of paper and make a quick list.
You can even evaluate the comfort that each brings on a scale of 1 to 10 (where 10 is the highest and 1 is the lowest.)
Even if on some of the items you feel like giving a low score (let’s say 2 or 3), you are probably still way ahead of the “comfort at work curve” in comparison to any worker in your industry only 15 years ago. Lucky you! Or … wait a minute…
Although we all strive to satisfy our basic levels of comfort, at some point too much of it, available to us at no cost, can begin to kill our drive and ambition.
According to a paper published in the Journal of Organizational Behavior, employees who experience excessive comfort and lack of challenges in their roles exhibit decreased levels of engagement and innovation (Smith, 2022)
1. Can we go too far in prioritizing employees’ comfort at work AND
2. Have we done it wrong already, thereby negatively impacting productivity, resilience, and/or stamina?
From rigid structures to dynamic flexibility: The evolution of labor conditions over the years reflects significant societal, technological, and cultural changes. Over the past century, workplaces have undergone a profound transformation, shifting from strict and uncomfortable environments to more flexible and comfortable settings.
The situation started to change only after WWII with the help of Human Relation Movement that introduced an ergonomic comfort. Fast forward to technology revolution and pandemic of COVID -19, that one again changed the game rules drastically. As companies rapidly transitioned to remote work, employees had to adapt. Flexible work schedules, increased reliance on digital tools, and many other novelties became commonplace. Even 5 years after they are still here and here to stay.
Although such changes are creating opportnities for employees to balance work and personal commitments more effectively, and to enhance their overall comfort (Forbes, 2021), they also have raised a lot of concerns and have had negative implications!
It is not a surprise that creating comfortable working environment is a winning strategy, beneficial to both companies and employees alike. The advantages of making decisions while taking in consideration amenity factors are numerous and include: rise of job satisfaction, promotion of work-life balance, attraction and retention of new talents, fostering sense of stability and security.
It is a dangerous trap many people fall into. Yes, it is very pleasant but it can be a strategy for stagnation. When comfort becomes the primary concern it may overshadow the deeper satisfaction that comes from meaningful tasks and professional growth at the cost of immediate physical and mental relief. This shift inevitably reflects on the motivation to excel.
Comfort-oriented settings impair the development of critical thinking and problem-solving skills essential for handling challenging scenarios. When daily routines are too predictable and comfort is prioritized, there is less incentive for individuals to explore innovative solutions or push boundaries. Why would I invent something new, when everything is working alright the way as it is?
As a result, this mindset lead to another an equally stagnation - resistance to change and lack of adaptability. Despite the fact of mentioning an increase in a sense of stability and security as a positive trait of a comfortable work environment the state of equilibrium is crucial in our conversation. The immerge of resistance to a change can be explained through a natural inclination to prefer the status quo, nevertheless, it can have significant implications for organizations in industries characterized by rapid technological advancements and evolving consumer preferences, where companies must be agile and adaptable to stay competitive.
For instance, consider the tech industry where innovation drives market leadership. Companies that fail to adapt to emerging technologies risk losing relevance and market share. Comfort-oriented cultures may inadvertently stifle innovation and hinder the organization's ability to capitalize on new opportunities.
The productivity comfort zone is a great recipe for complacency. The thoughts like "I'm doing fine, so I don't need to change anything.” like some sluggish poison affect our desire to grow and develop. Comfort-centric cultures risk stifling critical thinking and adaptability. What’s more, it can develop employees, who are lacking stamina in times of crisis, change or high workload.
At this point, dear reader, no matter if you are an employee realizing that you are beginning to be sucked into the black hole of comfort, or a CEO/leader recognizing the familiar harmful patterns within your organization or team, there is no room for gloomy thoughts or going over all the decisions of your professional lives, because so far we have only talked about the negative consequences of over-prioritizing comfort. Yet, don’t forget that at ILC International, your challenges are our solutions!
Our first advice, which should come as no surprise is simple:
1. Invest in Coaching: This isn't self-promotion but a proven catalyst for personal and organizational transformation. A skilled coach serves as a guide, pinpointing blind spots and unlocking untapped potential, whether for individuals or entire teams. That’s why, when we notice the signs of stuckness, it’s a really good idea to introduce a third party to the scene that can shift things around and help spark motivation.
2. Strive for a Strethced Growth: It's natural to seek comfort, but excessive comfort hampers progress. Effective management of workloads, strategic prioritization, and dedicated time for professional development and personal well-being are crucial for sustained success. Don’t be afraid (as leaders, managers, HR leads) to stretch people with new tasks, complete ownership, new teams, complex problems, and expectations, followed by periods of welldefined asks. Striking this balance ensures not only productivity but also resilience in facing challenges.
3. Cultivate Adaptability and Resilience: Resilience isn't merely about bouncing back; it encompasses maintaining clarity, focus, and productivity amidst uncertainty. One of the easiest ways to promote and train this skill in your organisation is to simply make employees rotate and take on new roles for a week or two. Another option is to introduce training for it that uses role plays and simulations. 3 hrs per month of mandatory adaptability and/or resilience training will pay off greatly not only in crisis situations but in terms of innovation, engagement and team-work. Embrace adaptability—being open to new ideas and flexible in problem-solving—as proactive strategies to navigate complexities and drive sustainable growth.
4. Finally, never exclude the leadership from any of the initiatives that you introduce for your other employees. Find the time and push that boundary because comfort exists even in stressful positions such as that of the CEO. It’s time to engage the top tier too!
In our quest to create better workplaces, we've discovered a tricky balance between supporting well-being and fostering progress. Comfort certainly boosts job satisfaction and helps maintain a healthy work-life balance. However, too much comfort can sometimes make us complacent, slowing down the innovation and personal growth that drive us forward.
As we navigate through these dynamics, it becomes clear that sustainable success depends on embracing discomfort as a driver of growth. Just as old, rigid ways of working have evolved into more flexible approaches over time, today's organizations must adopt a mindset that values both comfort and growth equally. Whether you're drawn to the appeal of comfort or guiding a team through the complexities of change, remember: true and lasting success doesn't come from avoiding discomfort but from using it to propel personal and organizational progress. Embrace the challenges, embrace the growth, and in doing so, unlock your own and your organization's full potential.
Love and respect,
ILC International