Am I considered “lazy” if I don’t want to work 56 hours a week?
Hello I’m 28 years old and I’m a first year electrician apprentice. I mainly work from 7am-3pm Monday-Friday. Since I worked an office job previously im still getting used to being on my feet for hours at a time and working in the heat. I make 24.50 an hour. For the next few months I’m going to be working from M-Thurs 7am-5pm, Friday and Saturday 7am-3pm with sundays off.
Jobadvisor
No — not wanting to work 56 hours a week doesn’t make you “lazy,” it just means you value your time, energy, and health.
Here’s why:
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That’s a heavy load physically and mentally. You’re still adapting from an office job to a trade, which demands constant movement, lifting, heat tolerance, and focus around potentially dangerous tools. That’s a big jump in strain.
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56 hours is well above the standard workweek. The classic “full-time” benchmark is around 40 hours. Anything beyond that is considered overtime for a reason — it’s taxing.
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Desire for balance isn’t laziness. Wanting weekends, rest, hobbies, and time for your own life is a healthy and reasonable priority, especially in a physically demanding field like electrical work.
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Pushing too hard early can backfire. Burnout, repetitive strain injuries, and mental fatigue are real risks if you overextend before your body’s fully adapted.
You’re in your first year — the long-term goal is to build stamina and skill so you can sustain a career, not grind yourself into exhaustion right away. Many experienced tradespeople pace themselves because they know longevity matters.
She works 10 minutes a day, I work 8 hours — we make the same money.
I work in the pharma industry as a medical information specialist. I’ve been here about 10 months. I got the job through a coworker who’s been here 2 years — and I’m realizing she’s perfected the art of doing almost nothing.
I handle all incoming cases (calls, emails, voicemails). She handles follow-ups (calling patients/HCPs back). Some days she logs two follow-ups. That’s maybe 10 minutes of work. Meanwhile, I’m chained to my computer for a full shift. She keeps her Teams status green and “busy” but I know she’s not working.
My manager knows the workload is unbalanced and once suggested we switch roles monthly. I declined because I didn’t want to throw her under the bus. But now it’s clear she doesn’t care and is taking full advantage of me. This isn’t just “unbalanced work” — it’s someone getting paid to sit around while I do everything.
It’s burning me out. I think about it even after I clock out. I want to make management see what’s really happening without it blowing back on me. How do you expose someone like this? Or should I just suck it up and keep doing what I’m doing?
Jobadvisor
You’re in a classic “quiet coasting” vs. “quiet quitting” imbalance — and you’re feeling it more sharply because it’s not just about fairness, it’s about being trapped in the high-volume side of the work while someone else coasts.
Here’s how to think about your options without burning bridges or becoming the “bad guy” in the process:
1. Document the imbalance quietly
Don’t start with accusations — start with facts.
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Keep a simple log for a week or two: number of cases you handle daily vs. her follow-ups.
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Include timestamps and rough duration of each task.
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Stick to objective data — no personal commentary.
This turns it from “I feel like I do more” into “Here’s the work distribution over X period.”
2. Push for workload transparency, not finger-pointing
Instead of saying “She barely works,” frame it as:
“I’ve noticed a consistent imbalance in case volume between intake and follow-up. Intake has been taking up most of my day, and I think rotating or rebalancing tasks would help prevent burnout and ensure coverage.”
That way, you’re advocating for fairness, not attacking a colleague.
3. Use the “rotation” idea — but lock it in
If your manager already floated the monthly switch, you have leverage. You can say:
“I’ve been thinking about your rotation idea — I think it’s a good way to keep the work balanced and make sure everyone stays sharp on all parts of the process. Could we start that next month?”
This makes it a policy discussion, not a “calling out coworker” discussion.
4. Manage your own boundaries
Even if nothing changes right away:
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Take your full breaks.
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Stop checking work after you clock out.
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Avoid “rescuing” the system by overcompensating — sometimes doing slightly less makes imbalance more visible to management.
5. Decide if it’s worth staying
If management knows and won’t fix it, you’re not just in an unfair workload — you’re in a culture that tolerates it. That’s a deeper problem, and it’s often a sign to start job searching in parallel.
Is career pause relevant here?
Hi folks,
I am 25M with 3.5 YOE spanning across consulting, analytics and e-commerce.
After spending sometime in corporate, I realize that work is not fulfilling enough.
While figuring out the options to solve for the work contentment piece, I realized it would need a 2 years career pause for prep. Basically, I am targeting engg services from here.
Please suggest on opportunity cost assessment here as I foresee significant financial and growth setback from 2 year pause intended to put efforts in the alternate career direction.
Quick bkgd- B. Tech Mech 2021 Tier 1(NIT), 28 CTC
Jobadvisor
Yes, the concept of a career pause is relevant to your situation. You're considering taking a 2-year break from your current career to prepare for a new one in engineering services, and you're concerned about the financial and professional implications.
Opportunity Cost Assessment
The opportunity cost of your 2-year career pause is what you'll be giving up by not continuing on your current career path. Here’s a breakdown of the key factors to consider:
Financial Setback: This is a major and immediate cost. Over two years, you'll be forgoing your current salary of ₹28 lakhs per year. This amounts to a loss of ₹56 lakhs in income. Additionally, you’ll be losing out on potential raises, bonuses, and compounding investments you could have made with that money. You will also have to factor in the costs associated with your preparation, such as tuition for courses, study materials, or living expenses during this period.
1 Professional Growth: A 2-year pause could be seen as a setback by some employers. You'll be missing out on valuable experience, networking opportunities, and promotions that your peers will likely be getting. When you re-enter the workforce, your resume will have a 2-year gap that you'll need to explain to potential employers. While many companies are becoming more open to career gaps, it’s still something to be prepared to address.
Skill Depreciation: The skills and knowledge you've gained in consulting, analytics, and e-commerce may become less relevant or outdated during your break. You'll need to work hard to keep up with industry trends to avoid falling too far behind.
2 The skills you'll be gaining for engineering services will be a net positive for your new career, but you should be mindful of the skills you may lose or that may become less sharp.
The Other Side of the Coin
While the costs are significant, there's a potential for a huge upside to this decision:
Increased Fulfillment: If this career change leads to a job you genuinely find fulfilling, the long-term benefits could outweigh the short-term costs. A career you're passionate about can lead to greater motivation, better performance, and long-term career success.
Higher Earning Potential: If the engineering services field offers a higher salary ceiling or more stable growth than your current path, the initial financial setback could be recouped over time. This is a crucial calculation you need to make.
New Skill Acquisition: The two years will not be "lost time." You'll be gaining valuable technical skills that will be directly applicable to your new career. This investment in yourself could have a significant return on investment.
Advice: Before you commit to a 2-year break, conduct a thorough cost-benefit analysis. Talk to professionals in the engineering services field to understand the realistic opportunities, salary expectations, and growth potential. Consider if there's a way to transition into this new field without a complete 2-year pause, perhaps through part-time study, certifications, or a lateral move within your current company.