In Part 1, we covered the ‘always-on’ mindset – the new reality that employees are having to live with in the workplace. Digital technologies, the work-from-anywhere phenomenon, and instant communication have created barriers to employee health and well-being. The need to always be connected typically leads to digital burnout, or emotional exhaustion, diminishing productivity. But the silver lining is that the problem is both identifiable and reversible. In Part 2, we concentrate on practical, evidence-based solutions—individual and organizational levels—that will prevent and manage digital burnout, and encourage a healthier, more sustainable work culture. Organizational Solutions: Redesigning Culture and Policy 1. Set Healthy Boundaries for Digital Communication Firms need to set healthy boundaries as an example in digital communication. This means: When organizations exhibit these norms, they send a clear signal – you have permission to unplug. Managers need to incorporate breaks into their workplace culture that actively remove employees from their devices. For example: Promoting these behaviours will increase concentration and reduce eye strain while also facilitating cognitive recovery. Because managers reward success based on employee availability and speed of response only, they naturally cause employees to overwork mentally. Shifting toward an outcome-based work culture, where productivity and performance are evaluated on output rather than being literally online for hours, eases the pressure of riding the wave of being connected to work all the time. Employees should be allowed the freedom to manage their time and pace of work as long as they are getting their deliverables done. 4. Digital Well-being Training and Resources Organizations need to offer training sessions that instruct employees on how to manage their screen time, digital fatigue, and self-care, such as: HR departments ought to be able to provide mental health services, access to counselors, and mindfulness or guided meditation apps. Individual Strategies: How Employees Can Take Control 1. Establish Personal Digital Boundaries Even without an organization’s enforcement, individuals can take proactive measures to control their digital exposure: These little things decrease anxiety and open up mental space for relaxation and concentration. The best way to manage burnout is to block time during your day for uninterrupted (who doesn’t also yearn for some level of uninterrupted work time ) work without distractions from your screen, phone, or other digital sources. There are many ways to schedule and decide on how to block time. Pomodoro technique (25 minutes of work, 5-minute break) or calendar blocking are just a few ways to manage to get control back over your scheduled day. Use programs such as Focus Mode or mobile apps such as Forest or Freedom to assist in staying distraction-free. 3. Practice “Digital Hygiene” As we look after our physical wellbeing, looking after our digital wellbeing is important too: These practices maintain physical and mental well-being in the long run. 4. Communicate Needs Clearly Workers are reluctant to communicate if they feel overwhelmed. However, sincere communication with managers or teams regarding workload, availability, and signs of burnout can generate changes that are helpful to all. For instance, proposing a no-meeting day or minimizing the number of tools employed for communication (e.g., between email, Slack, or WhatsApp) can make workflows more basic and lower the level of cognitive overload. Building a Sustainable Digital Culture Managing digital burnout does not mean avoiding technology, as in the previous section, but indicates that people should be using technology mindfully. Organizations that embrace a balance of people-centric digital culture will see greater retention, increased creativity, and happier employees. When employees sense that they are trusted in terms of working in their own time, respected in terms of protecting their own space, and cared for through policies thoughtfully designed with them in mind, they are more likely to be engaged, focused, and psychologically fit for the entire working shift. In the meantime, those who practice mindful digital behavior can regain time, reduce stress, and enjoy a richer work-life balance. The digital revolution in the workplace is not going away, but the culture of “being always available” does not have to endure. By reframing the way we work and connect, we can stem the tide of digital exhaustion and build a future of work that is smarter, healthier, and more humane. KEEP READING FORAMZ FOR MORE UPDATES
Written by genelia
When folks began working from home during the time of the COVID-19 outbreak, it looked like an improvement. Most enjoyed having the liberty, convenience, and improved work-life balance. Working from home, however, created a new issue: online harassment. This type of harassment doesn’t occur face-to-face. It occurs online—via emails, chat applications, video conferences, and other digital tools people use to work from home. It’s less visible, but can be just as damaging. What Is Digital Harassment? Digital harassment is when a person is bullied, disrespected, or made to feel uneasy through digital technologies. This can include: Why It’s Worse with Remote Work Working remotely has altered the way people communicate. There are no personal meetings, and individuals work in their own space. Here’s why digital harassment is more prevalent: Real-Life Effects A 2022 report by Project Include stated that 1 out of every 4 employees was harassed on the job while remote. These numbers were even greater for women, LGBTQ+, and those of color. They felt isolated, afraid to say something, and not sure that anyone would believe them. For instance, one woman said a colleague kept messaging her late at night and complimented her appearance during Zoom sessions. When she reported the incidents to Human Resources (HR), they did not take it seriously and instructed her to switch off the camera. Why Companies Struggle Most companies were not prepared for this new type of issue. Their policies regarding harassment did not extend to online conduct. Additionally, HR departments generally lack the means to investigate cyber crimes, particularly if the messages are private. A lot of people also don’t think that digital harassment is important. Since it’s not face-to-face, some do not think it’s serious—even though it can be really disturbing. How to Make Remote Work Safer To solve this issue, businesses must get busy and think: Remote work is here to stay, so businesses need to get serious about digital harassment. They shouldn’t wait for issues to occur. They should be proactive and prevent them from happening. Harassment is not merely rule-breaking—it’s about making someone feel unsafe and unwanted. Businesses that care about their employees need to make a safe digital environment for everyone. When the computer is in the office, safety needs to be part of the link. Keep reading Formaz for your daily dose of moral support.
Written by genelia
When we think about our workplaces, we often imagine them as merit-driven spaces where hard work and talent speak louder than anything else. But behind glass doors and motivational posters, there exists a subtle and often toxic undertone that many avoid addressing: workplace politics. It’s the silent whisper in the hallway. The coffee break, where your name might be the topic. The promotion that didn’t come to you, even though you worked tirelessly for it. Politics at work is real. And for many, it’s heartbreaking. The Invisible Game No One Signs Up For Workplace politics isn’t always shouting, sabotage, or open rivalry. Sometimes it’s as simple as being left out of the loop, not being invited to key meetings, or having your ideas presented by someone else with more influence. It’s not always about bad people—sometimes it’s about good people struggling in a flawed system. A 2023 study by Harvard Business Review found that 78% of employees admitted that workplace politics had affected their mental well-being. Even more telling, 1 in 4 said they had considered quitting because of political tension at work. What makes it worse? Most of it happens silently. There’s no red flag or formal warning—just a slow fading of trust, passion, and the belief that effort equals outcome. The Deep Psychological Impact Workplace politics doesn’t just affect careers—it affect people. Psychologists say prolonged exposure to toxic work environments can lead to burnout, anxiety, depression, and self-doubt. Employees begin questioning their worth. Was it something I said? Did I do something wrong? Why did they pick them over me? One unique but often overlooked impact is what experts call “silent shrinking” a psychological retreat where employees stop sharing ideas, taking risks, or participating actively because they feel their voice doesn’t matter. And when this happens on a larger scale, the entire organization suffers. Innovation dies. Collaboration weakens. Morale sinks. But Why Does It Happen? Politics exists wherever there’s power, competition, and ambition. But in workplaces, it often thrives because of: In India, for instance, where hierarchy is deeply rooted even in corporate culture, seniority sometimes overrides merit. Personal connections can weigh more than performance. The line between professionalism and favoritism often blurs. It’s Not All Black and White Interestingly, not all workplace politics are negative. Organizational experts argue that navigating office politics smartly without manipulation can lead to better leadership, networking, and team dynamics. The key is intention. There’s a difference between aligning with peers to achieve common goals and undermining someone to climb the ladder. Between being politically aware and politically harmful. What Can You Do? If you find yourself drowning in office politics, here’s what might help: A Gentle Reminder If you’re reading this and nodding in silent agreement, remember: you’re not alone. Millions face it. But millions also survive it—and thrive despite it. The system may be flawed, but your character, your hard work, and your integrity? They are not. And even if they don’t see your light now, it doesn’t mean it’s not shining. So, keep going. Not because they didn’t break you, but because you chose not to break. Workplace politics often become the elephant in the room that nobody talks about. If this piece resonated with you, take a moment to check in with a colleague. You never know who’s silently hurting, who’s feeling left out, or who just needs to know they’re not invisible. Sometimes, a little kindness is the most powerful politics of all. FOR MORE CONTENT VISIT FORAMZ.COM