Raise your hand if you ever sent a working letter at 11pm. After 00, on weekends or even on vacation. If your hand is in the air, you are not alone. Many Americans feel obligated to respond immediately when their employer reaches out at 11pm. 00 to 55% by checking their work email. particularly when the workplace was moved online during the COVID-19 epidemic.
While there are countless benefits to working from home (no vehicles, more time with family, endless hugging puppies), a study by Monster.com found that more than two-thirds of employees experience burning symptoms. Despite these levels of exhaustion, the vast majority of 80% of employees want to continue working from home for at least part of the work week. Selected companies, such as Dropbox, have already switched to remote work, while countless other companies are likely to opt for a hybrid model, allowing employees to split their time between office and home.
As we slowly move into the post-epidemic flexible workplace, digital health will become the key to organizational success; և our leaders will have the burden of ensuring that their employees have the skills they need to thrive.
Guided by example
Over the past year, 76% of employees have not received any training to assist them in moving to remote work, although half of them have never done so before. Now, a year later, these employees have been burned, isolated, and turn to their employers for guidance.
While employee burnout is certainly not a new phenomenon, the “always” linear culture of remote work combined with long periods of epidemic blockade has created an unhealthy expectation of 24/7. Not only is this a concern for mental health, but research shows that constant communication can be conflicting in terms of engagement and productivity levels. Even short moments in the task (such as responding to a slow message while preparing an email) can result in up to 40% of your productivity.
So how can organizations improve productivity and employee engagement while providing long-term support to their remote employees? Two words, digital health. Just like in other areas of health, digital health is measured on a spectrum է represents the optimal state of health և well-being that each individual is able to achieve using technology. Digital health will be different for each person, so provide the tools and flexibility you need to create boundaries for your team’s unique needs. Fortunately, organizations like the Digital Health Institute are now offering training to train employers and employees alike to manage the challenges of the hybrid work world.
When it comes to setting the boundaries of this communication, “do as I say, not as I do” does not just cut it. This is due to the fact that employees tend to conform to the actions of the majority, “corporate culture starts from the top”. Here is an example of how borderline communication can fail in an organization.
Let’s say that the CEO of Company X on Sunday evening at 9 p.m. Sends an email to their VP Marketing at 00 with an innocent attempt to get started on Monday morning. Few executives know that their vice president does the same thing, he reads. Send mail to three related emails. Letters assigning tasks to their team. After that, those three mid-level employees receive emails. Mail notification և they have to respond. In one hour, he emailed about 10 people ներգր involving five employees online in their personal time.
Now this example is not intended to embarrass the CEO or Vice President by sending an email after business hours, but to show why our managers set an example when it comes to setting communication boundaries, establishing a team charter, a great place to start. The charter clearly describes the organization’s policy, when and how employee feedback is expected. It also allows employees to share their expected working hours, preferences for how they prefer to reach them (email, text, phone, etc.) for different levels of urgency, and what the expected response time is. Properly used, it can dramatically improve employee satisfaction and productivity by limiting digital deviations and providing more uninterrupted focus time. Without an established communication policy, it is easy to fall back into unhealthy patterns of sending emails, texts, and instant messages when the urge strikes, so taking the time to create them is very important for the long-term success of your team.
Over the past year, due to blockades and travel restrictions, employers have suffered from over-availability of their employees. However, when it comes to that, being available 24/7 is simply not stable. Having a long list of employees who notice you online for a while can help you in the short term, but empowering those same employees to set digital boundaries that protect their intellectual and digital well-being will increase you tenfold in the long run.
Adapting to the new pan-Armenian post-community culture, digital health will become a key organizational success. Employees need guidance and reassurance that a remote office is a healthy, viable option. The good news is that it is never too late to be a leader. How will you change your communication tactics to support your employees in a post-epidemic workplace?