Digital wellbeing for employees refers to the practise of promoting a healthy and balanced relationship between employees and their digital devices and technology tools. It focuses on creating a work environment that supports employees’ mental and physical health while using technology, rather than allowing digital tools to become a source of stress, distraction, or burnout.
With the advent of electronic gadgets and social media apps, there is an immediate need to empower women and children with the knowledge and tools to be safe and secure in this digital environment, as new cases related to e-commerce frauds online investments frauds, online cryptocurrency frauds, online gaming frauds, job frauds, marriage frauds cyberstalking, cyberbullying, sextortion, dissemination of obscene material like cyber crimes and other forms of trespassing on privacy are evolving day by day in different ways.
It is equally important to create a safer digital ecosystem that will help them distinguish between credible and questionable information and behaviour on the internet
Few key aspects for Human Resource Officers to consider : –
- Awareness and Education – Start by raising awareness about the importance of digital wellbeing and providing education to employees. Offer workshops or training sessions that teach employees about healthy technology habits, mindful device usage, and effective time management.
- Setting Boundaries – Encourage employees to establish clear boundaries between work and personal life by defining specific work hours and avoiding excessive use of digital devices during personal time. Promote the idea of disconnecting from work-related communication and tasks outside of designated work hours.
- Encouraging Breaks – Encourage employees to take regular breaks from their screens throughout the workday. Encourage them to engage in activities such as stretching, walking, or simply stepping away from their desks to give their eyes and minds a rest.
- Flexible Work Options – Offer flexible work options, such as remote work or flexible schedules, that empower employees to manage their time and reduce excessive screen time. This facility allows employees to find a balance that works best for their individual needs.
- Digital Detox – Encourage employees to take occasional digital detoxes, where they completely disconnect from digital devices for a defined period. This will help reduce dependency on technology and promote mental wellbeing.
- Designing Healthy Workspaces – Ensure that workspaces are designed ergonomically and promote physical comfort. Provide adjustable furniture, encourage good posture, and promote the use of ergonomic accessories like standing desks and supportive chairs.
- Encouraging Mindfulness – Promote mindfulness practices among employees, such as meditation or breathing exercises. These practices can help reduce stress and improve concentration in their regular office and home tasks.
- Implementing Digital Wellbeing Tools – Consider implementing digital wellbeing tools or apps that can help employees track and manage their device usage, set screen time limits, or block distracting websites or applications during focused work periods.
- Open Communication – Foster a culture of open communication where employees feel comfortable discussing digital wellbeing concerns or challenges. Encourage employees to share strategies that have worked for them and create a supportive environment for finding solutions.
- Leading by Example – Managers and leaders should set an example by practicing healthy digital habits themselves. When leaders prioritise their own digital wellbeing, it sends a positive message to employees and encourages them to do the same.
Digital Wellbeing Approach by Human Resource Officers :
With the move from a physical workspace to remote and hybrid work, it’s time for Corporate Heads to be not only concerned about mental and physical well-being, but also digital wellbeing especially among employees who spend their extended work days on computers alone.
Promote digital wellbeing, means we are promoting social, personal, learning & work wellbeing too. I have provided digital wellbeing approach to human resource officers, so as to improve employee engagement, productivity and safety.
- Mental Wellbeing – (a) Making them habituated to pre-planned schedules (b) Have Mindfulness, which lets go of anger, anxiety, and any preconceived notions. (c) Time management
- Physical Wellbeing – (a) Organising Digital Detox Tours (b) Regular breaks (c) Have periodic Acupuncture sessions, which can free them from texting neck and texting thumb issues.
- Digital Wellbeing – Organise expert talks on various topics, not limiting them to: (a) Digital Detox (b) Information Consumption & Dealing (c) Consent Management (d) Managing Social Media (e) Digital Parenting (f) Safety
Conclusion:
By adopting a comprehensive digital wellbeing policy/approach, human resource officers can empower employees to navigate the digital landscape safely, promote a healthy work-life balance, and foster a productive and positive work environment.
