The term “work ethic” has been talked about for decades. Whether it’s during a job interview or performance review, the question often arises: “What kind of work ethic do you have?” But what if, instead of focusing on that question, we began to challenge our understanding of what a good work ethic actually is?
In a recent conversation with a coaching client, we talked about work ethic and I found myself rethinking how we evaluate and define work ethic. Today, I want to challenge the traditional definition of work ethic and share some things to help you think about work ethic in a more positive, tangible way so you can build a better business.
The Problem with Traditional Definitions of Work Ethic
Work Ethic is Subjective
The first thing I want to challenge you to think differently on is this: Work ethic is subjective. How can we as business owners judge something that is subjective?
Traditionally, work ethic is defined as “the principle that hard work is intrinsically virtuous or worthy of reward.” It’s often tied to values like integrity, responsibility, and productivity.
When we look at the definition of “work ethic,” we realize it’s a subjective definition, because what “values” mean to me are different to what “values” mean to someone else. And if we don’t fully understand what’s important to a new employee, to somebody that we’re interviewing, or somebody on our team, we can’t necessarily judge their work ethic.
Companies will talk about their core values, but employees often have no idea what those values are. And if an employee isn’t clear on what the company’s values are, and the company isn’t clear on what values are important to the employee, there’s going to be some friction there.
Work Ethic is Based on Effort and Productivity
The traditional definition of work ethic also centers heavily around an employee’s effort and productivity. Employees are frequently rewarded for putting in long hours, taking on extra responsibilities, and sacrificing their personal lives. These metrics are commonly used to determine raises, promotions, and bonuses. But this approach incentivizes unhealthy work habits and leads to burnout.
I’ve seen this firsthand as a coach and business leader. Employees who push themselves to their limits often suffer from burnout. They may seem productive on the surface, getting projects done quickly and efficiently, but over time, their health, happiness, and overall well-being take a toll. That high level of productivity leads to burnout or frustration and unfulfillment for employees.
A good work ethic should not be synonymous with excessive effort and productivity at the expense of one’s well-being. Instead, we need to foster healthy behaviors that promote balance between work and personal life.
Redefining Work Ethic with a New Framework
To move away from the traditional definition of work ethic, I use this formula with looking at someone’s work ethic with four key elements: connection, alignment, intention, and harmony. This framework focuses on understanding the individual, rather than merely measuring their output.
1. Connection
The first step in redefining work ethic is building a connection with each employee. As leaders, we must understand what each person values and what is important to them. What motivates them? What are their core values? By knowing this, we can create a culture of trust and mutual respect and get everyone on the same page.
When employees feel heard and understood, they are more likely to be engaged and committed to their work. They will bring their whole selves to the job, be a great team player, and care more about just their numbers and productivity.
2. Alignment
The second piece is alignment. When we understand what employees value and what’s important to them, we can start to uncover really where their strengths and weaknesses are. We might think this person does not have a great work ethic because they’re not super productive, but they might just be in the wrong role.
By understanding where an employee’s strengths lie and aligning those strengths with the business’s needs, we create a more fulfilling and productive work environment.
Furthermore, aligning employees with roles that play to their strengths ensures that they are set up for success. It’s not just about productivity—it’s about ensuring that the work they do allows them to thrive, both professionally and personally.
3. Intention
The third element is intention. How do your employees show up each day? Are they showing up engaged and motivated, or are they frustrated and disengaged? When you take the time to investigate, you might realize an employee isn’t showing up positively because they’ve been frustrated about something you never even knew about.
By fostering connection and alignment, we can help employees show up as their best selves. A leader’s job is to inspire others to bring forth their inner greatness consistently. When employees feel supported and understood, they are more likely to show up with intention and purpose.
4. Harmony
Finally, we have to promote harmony within the workplace. This is how we start to elevate everyone in the culture and get rid of unhealthy habits.
Work and life cannot be separated entirely; they are intertwined. Leaders must encourage a culture where employees feel supported in balancing their personal and professional lives. This means allowing space for personal challenges, time off, and moments of rest.
Harmony doesn’t just benefit the employee – it benefits the entire business. When employees see that you care, they’ll put in higher levels of engagement, which elevates the culture of the business and elevates your results – meaning increased sales. More customers through your door all comes from really understanding who your people are and what’s important to them.
Redefining Work Ethic for Better Business
The old way of thinking about work ethic is centered around productivity and effort, but it fails to account for the individual’s well-being and alignment with the company’s values. To foster a healthy, productive, and successful workplace, we need to shift our focus from traditional metrics and instead look at connection, alignment, intention, and harmony.
This new approach is not only better for employees, but it also leads to better business success. When employees feel aligned with the company’s values, show up with intention, and experience harmony in their lives, the entire organization thrives.
Each business, person, and definition of work ethic is going to be different. It’s up to us to pull that out and to understand what those are so that we can lead our teams well and build a better business.
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