The odds are pretty dead even that if you’re reading this, you are burned out and disengaged from your job. According to a recent study by Indeed, more than half (52%) of all respondents are feeling burned out, and more than two-thirds (67%) believe the feeling has worsened over the course of the pandemic.
There’s no doubt it’s a rough economy to make a living in. Record-high inflation has made food, gas, and housing costs skyrocket for everyday Americans. But could some relief in sight for employees from everyday job stress. The right to disconnect is an idea gaining traction across Europe and some countries are trying to build legislation around the concept in an attempt to better protect workers, especially as technology and work-from-home policies blur the line between home life and work life.
Just what is the right to disconnect and why should you consider such a policy for your team? Read on to find out how you might be able to save your employees from the brink of burnout.
Is Burn Out a Real Thing?
The ongoing pandemic has continued to put the issue of employee burnout front and center for companies. Employers are finally starting to understand that employees who are checked out and disenfranchised are actually costing the company money, exhausting resources, and further endangering the morale of their teammates.
Just how much is this costing employers? A Deloitte study from 2020 estimated that companies lose approximately $56 billion a year in expenses that stem from employee burnout. That staggering figure included absences, presentee-ism (employees who underperform), and costs associated with employee attrition.
Thankfully, as more companies acknowledge the issue of job disenfranchisement, they’re also doing something about it. Mandatory time off is becoming increasingly common, but just because an employee is physically not in the office taking paid time off, it doesn’t mean that he or she is actually disconnected from work. Many employees would still be tempted to answer calls, check emails, or respond to texts. That’s not really taking time away from work to recharge.
That’s where the “right to disconnect” comes in. The “right to disconnect” refers to an employee’s right to unplug from work during non-work hours without fear of repercussions from their employer. “Without fear of repercussion” is key in this concept. Employees must believe they don’t have to be accessible to their supervisor or their job 24/7.
As more employers begin to take this concept of “disconnection” seriously, many are finding out that not only will it save them on costs, but it will also improve morale not just across a single team, but company-wide.