The rise of ‘always on’ work culture

The summer holidays are a distant memory and with pupils back at school, workers have headed back to the office feeling relaxed and ready to tackle the final few months of the year.

Or so we thought.

New reports show a huge rise in an ‘always-on’ approach to work as more and more employees struggle to switch off from work when on annual leave. However, where some employees may think working on annual leave will impress managers, help to alleviate pressures or avoid falling behind, the reality is that failing to switch off could damage productivity.

There can be a number of reasons behind the ‘always-on’ culture and they aren’t always inherently down to toxic management as some might assume. Instead, the blurring of work-life boundaries stems from constant connectivity, a result of remote and hybrid working.

In an attempt to stay ahead, impress or simply because they feel obligated to, failing to switch off from work either on annual leave or outside of working hours can have serious consequences on employees. Burnout, low productivity, increased stress and decline in mental and physical health are just some of the adverse effects facing employees.

Tackling the ‘always-on’ epidemic will come down to changing attitudes for both employees and employers. It is up to leadership to create and nurture an environment where employees feel safe to speak up and set boundaries. It’s also important that healthy working behaviours are promoted such as taking breaks, respecting annual leave and having open discussions around mental health. This should be supported by transparent systems and policies.

Being available 24/7 can be taxing for employees. There are a few steps managers can put into place to ensure the team are resting appropriately.

• Mandatory written or verbal handovers before annual leave
• Regularly checking in on employee capacity levels and re-distribute work as necessary
• Acknowledge employee responsibilities outside of work
• Set the right example and avoid working outside of core working hours where possible
• Managers should avoid rewarding ‘always-on’ culture

Though some employees view ‘always-on’ working culture as the route to increased productivity, the reality is quite the opposite. When it comes to work-life balance, it’s imperative that managers spot unhealthy working habits and encourage a positive environment and setting an example from the top down.