With modern technology, it is possible, even tempting, to be always online. He is thus in the course of what is happening in the company and quickly understands all the news. Also, people like to get quick answers to their questions or problems in the workplace, and those who respond quickly are “always on”. With the dynamics of the job market and more and more people working hybrid or remote, being always available is more possible than ever. However, this poses health risks, including mental health.
Difficulty “switching off”
When working from home, the space where one works and where one rests becomes one. When the work is done on a computer, after the end of the working day it is easy to “switch on” back to the office when necessary. There are prejudices related to the fact that employees who are always online are more committed to their work and to the company.
British psychologist John Haxton published a 2019 study exploring the effects of always-on culture. In it, 28% answered that they cannot switch off mentally at the end of the working day. A total of 26% felt it negatively affected family or personal life, and 20% reported exhaustion.
Who dictates this type of culture?
Sometimes the company’s line of business requires employees to be available outside standard working hours. Such are the professionals employed in the field of corporate security, for example. In situations, it is their duty to respond regardless of the day or time the crisis occurs.
In other cases, however, the always-on culture is self-selected, although they are encouraged not to work overtime or take their paid annual leave. The “always on” culture is a challenge for people who love their jobs because they are more prone to losing their work-life balance.
Restoring work-life balance
Setting boundaries is an important step to work-life balance. Automatic email messages are often used to indicate that an employee is out of the office. An emergency contact is usually left as well, but without defining what emergency means.
Companies can communicate with their employees when they expect to be online and emphasize that they do not have such requirements the rest of the time. In addition, they can encourage workers to use their paid annual leave.
Workers can reduce the temptation to check their email by silencing notifications in the evening or on the weekend.
