In previous corporate roles, I often found myself continuing to be deluged by emails and communications as I headed into the Christmas break;
it was the only time of the year that I felt I could take a ‘proper break’ and attempt to distance myself mentally as well as physically from the workplace, as certainly many of my UK colleagues also endeavoured to achieve. However, this was often thwarted with multiple phone calls, messages and emails continuing throughout the wind-down from team members, colleagues, employees; normally urgent or an emergency as it was ‘their last day’ or a year-end deadline had suddenly been imposed. Due to the global nature of a couple of my roles, for years I also found myself frequently responding to colleagues in Dubai, Singapore, China and even the US on Christmas Day, Boxing Day and often New Year’s Day as well. Whilst I endeavoured to minimise the constant interruption to rest and family life, inevitably the ultimate effect was that, whilst I was providing excellent customer service to my colleagues and therefore the end customer (which I was proud of), I returned to the workplace in January only partially rested and then continued to run on adrenaline again for the rest of the year.
It’s been over twenty years since the implementation of the European Working Time Directive provided a legal framework for employers and employees to understand the boundaries of when they can and should have a rest from work. The framework now seems somewhat obsolete or ineffective with a workplace that is dominated by the rise of Industry 4.0. The impact of an “always on” culture has surreptitiously been integrated into organisational culture through the disguise of an employee benefit with increased flexibility of work or higher autonomy and control over when employees are able to work. However, in reality, this type of work can result in longer hours with increased work due to a blurring of boundaries and a lack of structure to the person’s role and responsibilities. Furthermore, the constant distraction from always-on digital messages and calls makes it harder for employees to concentrate to complete more in-depth tasks.
This was confirmed in research undertaken by Dr Glenn Wilson, a psychiatrist at the University of London and commissioned by Hewlett Packard in 2005, which found that persistent interruptions left individuals feeling tired and sluggish as well as reducing productivity levels. Specifically, Dr Wilson found that the IQ of those who tried to juggle messages and work fell by 10 points, the equivalent to missing a whole night’s sleep. A more recent survey by Insight (De Sousa, 2019) also highlighted this by finding that employees are being inundated with irrelevant information which has resulted in disengagement with their managers and colleagues. The study also found that employees were missing information four times a week, with more than 30% overlooking useful information at least once a day.
In today’s hyper-connected world, while technology has undoubtedly enhanced productivity, it has also brought about the inability to ever really take a break. As we approach the festive season, it’s paramount to recognise the significance of downtime. Allowing employees to fully disconnect during this period is not just a matter of policy but a gesture that acknowledges the value of rest and rejuvenation.
The right to disconnect is a demonstrable commitment to fostering a workplace culture that prioritises employee wellbeing. A well-rested and rejuvenated team is more likely to return to work with renewed energy and creativity. By encouraging employees to take a break and detach from work-related communication, we contribute to their mental and emotional well-being.
At ProspHR Solutions, we firmly believe that a healthy work-life balance is the cornerstone of sustained business success. Encouraging the right to disconnect isn’t about limiting productivity; it’s about optimising it. When employees feel supported in taking time off, they are more likely to approach their work with enthusiasm and dedication when they return. A well-balanced team is not only more productive but also more resilient in the face of challenges.
As the Christmas break approaches, we encourage both employers and employees to set clear boundaries. Establishing guidelines for communication during this period ensures that everyone can fully embrace the festivities without the shadow of work-related stress. Consider implementing an official policy that communicates the company’s commitment to the right to disconnect, providing clarity and peace of mind for all team members.
Leadership plays a pivotal role in shaping workplace culture. As business owners, directors and senior managers, leading by example sends a powerful message. By demonstrating a commitment to the right to disconnect, you not only contribute to a positive work environment but also inspire trust and loyalty among your team. Persuade leaders to take a step back during the Christmas break, encouraging a culture where everyone feels empowered to do the same.
As we navigate the festive season, let’s remember that the ability to switch off is a gift we give to our team members. At ProspHR Solutions, we celebrate the importance of balance, well-being, and the joy that comes from fully embracing the festive season. Wishing you a restful and joyful Christmas break filled with the precious moments that matter most.