Paradoxical Productivity: Why Mexico’s High Hours Worked Don’t Equal Strong Economy Despite Low GDP Contribution per Hour.

Mexico leads in the number of hours worked, according to the OECD, but this does not translate to productivity. With 2,137 hours per year per worker, Mexico almost doubles the number of hours worked in countries like the United States and Canada. However, the contribution to the GDP per hour worked is very low at only $22.2, compared to countries with fewer working hours like the United States, which averages $77.1. Ireland, with only 1,772 hours worked per year, contributes $109.5 per hour to its economy for each worker.

In light of these statistics, Yunue Cárdenas, coordinator of the psychology HUB at Affor Health highlights the importance of having productive employees which goes beyond just working long hours. It involves creating an excellent work culture that prioritizes employee well-being and addresses psychosocial risks such as stress and burnout.

Affor Health also emphasizes that presenteeism has become a growing issue in many companies due to excessive workloads and other factors that impact employee performance. To combat this issue, companies must pay attention to their employees’ mental health by implementing policies and programs that promote work-life balance and provide resources for mental health care.

As many companies reevaluate their processes after returning to offices following the pandemic, it is crucial for them to understand that true productivity goes beyond simply responding to emails or messages. Rather, it is closely related to mental health care and organizational climate. Companies must prioritize creating a healthy workplace environment that supports their employees’ well-being in order to achieve true success in today’s competitive business landscape.

Overall, while Mexico may lead in terms of working hours per year per worker, it is clear that productivity cannot be determined solely by this metric alone. Employers must take a holistic approach by addressing psychosocial risks and promoting work-life balance if they want their employees to perform at their best.

In conclusion