As employees return to work after the holiday season, some will return to work well rested and eager to resume work while there may be others who may feel like despite being on leave, they were ‘always on’.  

Being online has become an almost indispensable part of work life however an “always-on” work culture—where employees are expected to be available and engaged with work-related tasks at all times—can have significant negative consequences for both individuals and organisations.

To overcome this and achieve a work-life balance while fostering a culture that isn’t always “on” requires a combination of personal strategies and organisational practices.

1. Set Clear Boundaries

• Personal Boundaries: Establish specific work hours and stick to them. Avoid checking emails or working outside these hours unless absolutely necessary.
• Organisational Boundaries: Encourage a clear separation between work and personal time within the organisation. This can include policies that discourage after-hours communication unless urgent. Volkswagen Group take this idea a step further and stop emails being sent outside of an individual’s shift and also encourage employees to delete emails that are received when they are on holiday.

2. Leverage Technology Wisely

• Use Tools to Manage Workload: Utilise project management and communication tools that help in organising work and reducing the need for constant check-ins.
• Turn Off Notifications: Disable non-essential notifications after work hours to prevent work from encroaching on personal time.

3. Promote a Healthy Work Environment

• Flexible Work Arrangements: Offer flexible working hours or remote work options to accommodate personal needs and reduce stress.
• Encourage Breaks and Time Off: Support taking regular breaks during the day and encourage the use of vacation days without guilt.

4. Lead by Example

• Model Work-Life Balance: Leaders should model the behaviour they want to see, such as leaving work on time and not sending emails late at night.
• Communicate Priorities: Make it clear that well-being is valued as much as productivity. This can include regular discussions about workload, stress management, and well-being initiatives.

5. Foster an Open Culture

• Encourage Open Communication: Create a culture where employees feel comfortable discussing workload and seeking support when needed.
• Recognise and Reward Balance: Acknowledge employees who maintain a healthy work-life balance and promote it as a positive example within the team.

6. Provide Resources and Support

• Offer Wellness Programs: Implement programs that support mental and physical health, such as meditation sessions, fitness activities, or counselling services.
• Training and Development: Provide training on time management, stress reduction, and work-life balance strategies.

These steps can help create a work environment where productivity thrives alongside personal well-being, leading to a more sustainable and positive workplace culture.

At EXwise, employee wellbeing is an essential part of our employee experience framework. If you’d like to discuss making improvements to your overall organisational health, get on touch today.