Everyone Knows About The 9-5, But Have You Heard About The 996?
A little over a month ago, I embarked on trip to Japan and China - a bucketlist trip that I put off for many years due to various reasons. This was also the reason I didn’t post for awhile - I take great pride in taking well-deserved time off and enjoying myself while the phone and laptop are switched off.
While I can talk about the tourist aspect on another occasion (and trust me, it was absolutely a trip of a lifetime!), this time I want to touch the topic of a different type of working culture I had a chance to see. Researching corporate cultures was not the primary reason of my trip, but it was something I embraced as I am always open to learning more. This is where I found out what a 996 is and how it is still a real challenge in today’s world.
Below I will take you further into the topic and hopefully you will gain some more insight on what is a 996 and how a working culture like this can infiltrate a working space so easily.
Work Cultures Are Different Around The World
I have traveled enough in my life to know that work cultures vary from country to country. When I am in a different country, I tend to naturally be curious to see what kind of work culture exists there. Instead of getting frustrated at a mandatory ‘siesta’ in the afternoon, I look at it from a point where I see that people embrace their need to recharge openly and incorporate it into their work day. We should always keep an open mind, as work cultures are different around the world and what is normal for us may not be normal for someone else. There is no right and wrong - hence in this article I will go over the concept called 996 that I encountered mostly in China, but apparently is widespread in other Asian countries as well. I would say that some of this model has spilled over the world as well.
While many would call this a toxic work environment and immediatelly dismiss any talk on it - it is important to talk and acknowledge it exists as well as understand the reasons behind it. I have since talked about this with some of my clients from North America who say that though it is not officially called a 996, this is what some companies do expect of them.
Let’s learn more about the 996 model and how people around the world are approaching this type of work environment.
“Life’s challenges are not supposed to paralyze you; they’re supposed to help you discover who you are.”
What Is The 996 Model?
The 996 working concept refers to a work schedule where employees work from 9:00 AM to 9:00 PM, six days a week. This term has gained notoriety due to concerns about work-life balance, employee rights, and burnout. Though it is illegal in many countries to have a work week of 72 hours (12h per day for 6 days a week - yes, it is 72 hours), in some countries it is still happening even though governments claim they have taken steps to address this issue and improve working conditions for employees.
The Difference Between a 9-5 and a 996 Model
The ‘standard work schedule’ typically involves working from 9:00 AM to 5:00 PM, Monday to Friday. This model allows for a 40-hour workweek, with weekends off and additional benefits such as paid holidays and sick leave. Though it is considered that this gives employees a good work-life balance, enabling them to spend time with family and engage in leisure activities outside of work hours, in recent times there have been more initiatives than ever to create a 4-day work week. But that is a topic for another blog.
In stark contrast, a 996 promotes a culture where working more is considered honorable and will help you get ahead in life. It is almost like the 9-5 is a lazy way to advance in life and will help you ashieve nothing. A 996 shows you are a hard worker, you take your job seriously and it takes the no.1 place in your life.
When you compare the classical 9-5, a 996 seems extreme and not sustainable in the long-run for an amployee. This type of schedule leaves little time for social interactions, personal activities, or self-care. The major question raised with the 996 is concern about employee health and happiness. Naturally, it is essential to consider the implications of prolonged working hours on employee well-being and productivity - working 72 hours a week over many years seems like a grueling task. Considering research indicates that excessive overtime can lead to burnout, stress-related illnesses, and decreased job satisfaction this would mean that ultimately performance is impacted and potentially even the retention rate of employees.
So how come many people still work within the 996 model? And why is it not known by this name in some countries but employers still expect employees to do it?
What Fuels The 996 Model?
Though the 996 model started in China (according to popular knowledge) particularly in tech and startup sectors, there is little debate about why it has gained traction and how it has spread, even though it may not be known by the same term in other places.
First of all, I want to take the blame off the employees here. Some might say that as long as people are willing to work in these conditions employers will take advantage of them. We have to look at the fact that in some companies, in come countries, work is regarded as the most important thing one can do and it considered a matter of pride to dedicate yourself to work. Without judging what is right or wrong, there are several reasons why the 9-9-6 model has emerged and why some employees might still choose to work under such demanding conditions:
Competition and peer-pressure.
In highly competitive industries, employees may feel the need to work longer hours to keep up with the pace of work and stay ahead of their peers or competitors. You cannot blame one person for wanting to be on par with their peers and trying to stay on top of their game. After all, ambition can be a very good trait unless exploited.
Company culture.
Some organizations and companies promote a workaholic culture where employees are expected to work long hours to show dedication and commitment to their jobs. Think along the lines of ‘We are all professionals, proud to work here and give it all for our company’. Though this is considered a toxic working environment, there are companies who will even take pride in gathering workaholics and make their employees unite as being the best and hence needing to work more and longer.
Career advancement.
Some employees may believe that putting in extra hours will help them advance in their careers more quickly or demonstrate their value to the company. In fact the employers may even say that in a highlly competitive field, they will be looking at every aspect of work to determine who gets to advance. In that case, an employee may feel obliged to do more to end up on the top of the list for career advancement
Financial incentives.
In some cases, companies may offer financial incentives or bonuses for working longer hours, which can motivate employees to embrace the 9-9-6 model. An employee may think ‘Well, it is not really that bad if I get paid more, right?’ This creates a circle that is hard to break. Once more income starts pouring in, stopping can be hard - especially after you get used to earning more and being able to save more. Who wants to go back to having to count every penny, after all?
Social pressure.
In some cultures, there may be social pressure to work long hours, leading employees to feel obligated to conform to the 996 norm. Not giving it your all and working hard can be seen as laziness, ignorance or even as wrong ethics and values. That is a lot to handle and saying ‘no’ can be hard. After all, you live in this society and being shunned is not a good outcome. If you are brought up in a work-orientated society, where you can prove yourself by working yourself harder, then this social pressure is even more intense.
Leadership example.
When company leaders are actively promoting and working under the 996 model, employees may feel compelled to follow suit to align with the organizational values and expectations. And indeed, it can happen in higher positions, as you climb the ladder, to see that your work load increases. Since you are in a leading position, you feel obliged to continue and be grateful you made it to the position you are in, while also wanting to set an example for your team. And so the circle of a 996 is endorsed even more and continues.
For companies, a 996 model helps them drive a corporate culture focused on work and profit, rather than a work-life balance. Many tech companies and start-ups wish to minimize their losses and to save as much as possible. Combined with employees having any of the above reasons, it creates a bubble that is very hard to burst.
Even if it may not be legal to work a 996 in many countries, employers will find a way. I have heard of cases where you would work a 9-5 but you are expected to show up at 8:00 AM to ‘prepare’ and if you leave at 5:00 PM, then at least be on stand-by until 8:00 or 9:00 PM ‘just in case’. This may not officially be a 996 model, but it does sound like it when you do the math. However, on paper, you are still working a 9-5 with a great work-life balance, right?
I found it quite interesting that when you give the 996 model a name and a definition, people frown upon it. I mean who would want to work 72 hours with one day off and some corporate promises?! But once we turn a bit around and speak with each other, we may find that quite a few people work in very similar circumstances that are masked in a different way and not labeled as a 996 but rather a 9-5 with some ‘extra time’ or ‘additional tasks’ or ‘specific expectations’.
“There is virtue in work and there is virtue in rest. Use both and overlook neither.”
The Future of the 996 Model
It's essential to note that while some employees may choose to work under the 996 model for reasons like career advancement or financial incentives, there are concerns about the impact of long hours on employee health, their well-being, and work-life balance. Some studies have shown that working excessively long hours can lead to burnout, decreased productivity, and compromised mental and physical health in the long run. The future of the 996 model is likely to be influenced by a combination of regulatory changes where governments will have to step in and create a healthier work environment, technological advancements (like AI and automation), cultural shifts where free time is prioritized over work time, and employee demands for better working conditions.
Some companies may start shifting towards a result-orientated work culture where employees are judged based on their performance rather than the number of hours they spend in the office. Finding a balance between productivity and employee well-being will be crucial.
While no one can predict the future, we can be open to talk about the current reality. Overall, talking about work models like the 996 is essential for promoting awareness, advocating for labor rights, fostering a healthy work culture, and driving discussions about sustainable work practices that prioritize employee well-being and productivity.
Without judgement and with an open mind, let us strive for a future where work-life balance is valued, where employees are respected and supported, and where productivity thrives in harmony with individual well-being. Together, we can create a world where work is fulfilling, enriching, and sustainable for all.
At Ness Coaching, we learn about work-life balance in all of the Coaching Programs like The Game Changer: Unlocking Your Dream Career, Talk the Talk: Impressing With Your Words and Presence, It’s all About Balance:Mastering the Art of Work-Life Balance and Lead by Example: The Ultimate Leadership Coaching Program!
You owe it to yourself to live a healthy and balanced life. Ness Coaching is here for you with tailored one-on-one Coaching Programs that will guide you every step of the way!
Your Discovery Session is free of charge!
Book a FREE Discovery Session and see how with one click your can start creating the life you dreamed of!