Digital burnout is a significant workplace problem that has only gotten worse in recent years, thanks to the pandemic. The effect of this burnout has led to increased employee anxiety, reduced productivity, and physical diseases.

Although it is a well-known issue, few employers have been able to successfully eliminate digital burnout. This is troubling because recent research found that 42% of IT employees are suffering from severe burnout and are considering quitting their employment in the upcoming six months.

So what can company executives do to resolve this issue? This article offers several solutions.

What is Digital burnout in the workplace?

Digital burnout is a type of stress that happens from using digital devices and technology too much. It can cause problems with sleep, concentration, and mood. Employees suffering from digital burnout often find it hard to focus at work, and they may feel tired and irritable all the time.

With the pandemic came a massive surge in the use of Zoom calls and other similar video-conferencing technologies for work-related purposes as an alternative to in-person meetings. While this shift has been great for some, others find it difficult to maintain focus and productivity with all of the new digital distractions that come with increased screen time. Slack notifications, for example, are a common source of distraction that can lower productivity and make it more difficult to complete deep work tasks. 

According to a recent Nexthink report, 83% of workers seek guidance from their employers on how to manage the digital demands of remote working. This means that you, as a company executive, want your employees to be successful and productive, you must address digital well-being.

digital burnout
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How to Prioritize Digital Wellness In Your Workplace

  • Minimize Apps

Too many tools and apps can bog down your employees’ productivity. To prevent this, consider which tools can be consolidated and which procedures can be improved. For example, you may be able to use Slack’s call function instead of Zoom for video calls, and Slack for quick messaging–eliminating the need for using Zoom altogether.

  • Lead By Example.

As a manager, it’s important to be aware of how your actions affect those working under you. If you’re always working and never taking a break, your team may feel like they have to do the same in order to keep up. It’s important to set a good example for your team by taking care of yourself both mentally and physically. 

Try taking a sick day or vacation every once in a while, especially if your workplace is as  demanding as those involved in offering Process development services. Also, avoid sending emails outside of work hours unless it’s absolutely necessary. When you’re struggling or having a bad day, share that with your team. Doing so will make everyone feel more comfortable, and your team members will be inspired to follow your lead.

  • Design and Implement a Clear Communication Guideline

Workers cannot be available all around the clock. As such, workplace leaders must design clear guidelines for communication and make sure that everyone sticks to it, including managers and executives. If an employee needs to respond immediately, ensure that such an employee is informed of the apps to use for emergency messaging.

Setting rules for employee communication’s timing and frequency is also necessary. For example, they could avoid using email on the weekends and after work. Or, they may just communicate via email when necessary for work and use Slack or Google Hangouts for more casual interactions.

  • Set Work and Personal Life Boundaries

The line between work and personal life can easily become blurred if proper care is not taken to maintain boundaries. Therefore, setting boundaries in the workplace is crucial for all employees. But it is especially so for those who work remotely. Employees should not send work-related emails or access their work accounts after work hours. 

Having established start and end times reduces burnout and prevents team members from feeling overburdened. This way, employees can enjoy their evenings and weekends without worrying about work.

  • Provide Support 

Employees have restrictions, which you as the manager must be aware of. They frequently require your cooperation and support in order to operate at their best. Both at home and at work, employees experience a lot of stress. Consequently, encourage your staff to place a high priority on their own needs, such as enough rest, hydration, and exercise.

  • Encourage Movement and Microbreaks

Microbreaks may be short, but they can make a big impact – especially when taken at the right time. employees who are allowed to take microbreaks as needed will manage their energy more effectively and avoid digital burnout, which will benefit the organization as a whole. Microbreaks can help improve your mood and stress levels, so if you’re feeling overwhelmed at work, take a quick walk or stretch break to reset.

Conclusion 

Wellness should be a part of any company’s priorities. If you place a strong emphasis on wellness and business culture as part of your organization’s guiding principles, your employees will be more likely to stick with you. 

Finally, provide all the tools and resources your staff requires so they may feel empowered to take care of their health. Pay attention to distress signals. Conduct employee wellness surveys and hold gatherings to promote the mental well-being of your staff.