While moderate social drinking has been seen as a way to unwind and bond with colleagues, excessive alcohol consumption can lead to negative outcomes. Research highlights that positive relationships at work are crucial for employee engagement and performance. Poor workplace relationships can result from altered behavior due to alcohol, potentially affecting team dynamics and communication. Research has also highlighted the potential link between alcohol consumption and impaired work performance, known as alcohol-related presenteeism.

risks of drinking after work

However, several risk factors for alcohol problems exist in the workplace domain. The authors note that these changes represent promising, but not necessarily causal, relationships between the intervention and https://ecosoberhouse.com/ survey results. They suggest that Arizona was particularly successful for a number of reasons, including the speed with which the coalition was developed and the intervention activities that were implemented.

How long should you wait to drink alcohol after working out?

Notably, individuals with a family history of alcoholism should exercise increased caution. The phenomenon of after-work drinking is intricately linked with workplace culture and social bonding. A study from the University of Pittsburgh found that moderate alcohol consumption in social settings can have positive effects on emotions and strengthen group bonds, which is often why colleagues may gather for drinks post-work (Psychological Science). However, such gatherings can also lead to less desirable outcomes, including unfiltered speech, unplanned commitments, and unprofessional conduct (TLNT). In a similar study, Cook and colleagues (1996a) field-tested the Working People Program with 108 employees.

Data are also needed on the efficacy of specific work-place practices that have been adopted and that are targeted at alcohol-related issues. Finally, data are needed on how to sustain the workplace’s attention to employee alcohol issues in light of the competition of other goals and the intervention barriers unique to the workplace setting. Sonnenstuhl (1996) described a pathological drinking culture that developed over nearly a century and that encouraged heavy and dangerous on- and off-the-job drinking among miners in New York City known as Sandhogs. However, Sonnenstuhl’s work is unique in that he documented the introduction of a “sobriety culture” among the Sandhogs through the emergence and on-the-job presence of coworkers who were recovering from alcoholism. The sobriety culture apparently tempered the excesses of the heavy drinking culture and created behavioral alternatives for those who did not want to drink heavily. Thus, to date, research has not yielded enough compelling evidence to guide the creation of workplace programs targeting work-related stress and job dissatisfaction with the goal of reducing alcohol problems.

Let’s talk about your recovery

It often feels very tempting (and easy) to keep drinking until you feel better, especially when you have less access than usual to more helpful coping methods. If you already feel a little low, giving yourself a hard time for risks of drinking after work overdoing the alcohol probably won’t improve matters. You might start drinking in order to forget what’s on your mind, but once the initial boost begins to wear off, you might end up wallowing in those feelings instead.

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