Written by Nicola Gater | 14th April 2022

Technology has allowed us to work harder and faster – but not always better. In fact, being continuously connected to work does not mean we are more productive; it can impact the quality of our work and can contribute to employee burnout.

Whilst it better enables remote and hybrid working, 3 in 10 employees say tech blurs boundaries between work and home life, according to a CIPD survey.

So how can you pull people away from their laptops, tablets and smartphones?

Here are some thoughts from our team on how to encourage better work-life balance:

Set boundaries

How many of us check emails first thing in the morning and last thing at night? 74% of UK employees according to research by the HR Director. Although your employees may feel like they are more productive around the clock, all of this time can affect other important parts of their lives, such as sleep, exercise and socialising, which all play a vital role in wellbeing. The pressure to be ‘always on’ and available is not good for anyone’s health.

Encouraging your staff to schedule “tech-free time” may be one of the best steps you can take to support your employees’ wellbeing, reduce their stress, and increase the quality of their work.

Switching off from technology completely is almost impossible. And setting unrealistic goals can lead to further feelings of stress. So instead of forcing employees to turn off their phones at certain times, set boundaries for when they can respond to and send emails – after work or on weekends.

Designate time away from tech during the workday

As well as in the evenings and on weekends, you should encourage your employees to take time away from their screens during the workday. Suggest that they take a phone-free walk, read a book, work away from the computer, connect with a colleague over a cuppa, or spend some quiet time reflecting. Remember, you must make it clear that these breaks are acceptable and encouraged.

During extremely busy and stressful periods, things like coffee breaks and regular exercise are usually pushed to the side to make way for work. While these may seem like simple sacrifices that may increase the chances of a presentation being completed or a piece of content being delivered ahead of time, lack of proper self-care can have a big impact on employee productivity, creativity and overall wellbeing.

Start by encouraging your team to use their full lunch hour to get away from their work area. Create some healthy competition with fitness challenges and exercise trackers in the team; who will walk, cycle or run the furthest each month? Facilitate the use of wellbeing apps that, whilst still technology, support people to relax, to meditate, and to be mindful. Your employees will thank you and you’ll quickly begin reaping the benefits.

More social events and in person team days are a good idea too, this will help improve relationships within your team and promote a positive company culture. And even when working, encourage your team to think twice about whether another video call or email is really needed – can it be said over the phone or in person?

If you have the space in the workplace, set up an area where your employees can enjoy tech-free time. Lounge areas or spaces for meditation, socialisation or quiet reading can provide a welcome break from technology overload.

Encourage the ‘right to disconnect’

A right to disconnect reassures employees that it is fine for them to disconnect from work outside of normal working hours. They can turn off their phones, ignore emails and enjoy their free time away from work without being disturbed – unless there is an emergency or agreement to do so, for example while ‘on call’.

If you want to create a culture where people feel free to disconnect within your business, you need to have a policy or rules outlined in your employee handbook, and you need to regularly talk about it, so people really believe it is really ok to switch off. This clear guidance tells employees where, when, and how they have the right to switch off from work and increases the chances that they’ll take advantage of it.

Don’t forget to role model it too, at least some of the time. Culture and ways of working come from the leaders of the organisation. Don’t make employees feel guilty by working outside of office hours yourself, instead establish a policy that gives them the discretion to decide whether to respond to an after-hours email or task, or leave it until the next day. Consider that some people actually prefer to send emails in the evenings or on weekend.

Offer flexibility

Give your people as much flexibility as possible for them to determine when and how they do their work. They may actually prefer to work outside of your regular work hours – and if this suits their role, then allowing it will help them to manage their work-life balance better and perhaps take some time away from tech during the day to focus on other things. Flexibility has shown to increase productivity at the times individuals do work, so completing their task and then properly switching off becomes easier.

Providing your people the autonomy to set their own hours will encourage them to both connect and disengage with their work on their terms.

Encourage annual leave

The importance of annual leave can often be neglected and over-looked, it gives employees the opportunity to take a break from the demands of the workplace, switch off, rest and re-energise. However, many employees will still be tempted, or even expected, to check their devices for calls and emails during their holiday.

Make sure you have good levels of resource and contingency in place so there is enough cover when someone does take leave – so they can hand everything over, switch off their devices and not feel a need to stay in touch.

Well-rested employees are happy and productive employees. Consider offering enhanced holiday entitlements or the opportunity to buy more days, if this works for your organisation.

Lead by example

It’s not just about telling your employees they should disconnect – it’s even more critical for managers to lead by example. Most employees share the mindset that if the boss is working, we should be too. If you truly want to create a culture that encourages a healthy work-life balance, you need to be seen to be leaving work at work! Then employees will follow suit. If you do feel the need to work late (or early) try to avoid actually hitting send on your emails to the team until they start work – or use tools such as delayed emails which won’t land in anyone’s inbox until they log on.

Taking a step back from technology can help reduce your employees’ stress levels. If you need advice on ways to support your employees’ mental health and wellbeing, please contact our team at info@realityhr.co.uk.