The ultimate leadership pitfall is when leaders overwork their employees (Comaford, 2014). Many employers believe that short periods of their employees working harder and longer will pay off with short-term gains and recovery of previous, slower productivity (Stillman, 2014). However, there is a recent study called Towers Watson 2012 Global Workforce study and it explains that making employees work harder does not end with companies prospering or even when it is temporary (Stillman, 2014). Towers Watson's 2012 Global Workforce Study “concludes that the traditional definition of engagement – ​​the willingness to invest discretionary effort at work – is no longer sufficient to fuel peak performance in a world of ever-increasing demand, the problem is that “willing” is not enough. does not guarantee “capable” (Stillman, 2014, dad. 4) The study also finds that companies that overwork their employees will have productivity problems and employees will eventually leave their jobs. Another study by Towers Watson states that sustainable engagement is more important because it will allow the work environment to activate employees by helping their personal, emotional and community happiness (Stillman,