Managers can take various measures to promote the right to disconnect. One simple action is to include a message in their email signature stating that there is no need to respond immediately, particularly if the email is sent on a weekend or outside of regular office hours. This can alleviate the pressure that employees may feel to be always available and prevent burnout. A recent survey found that 25% of workers believe their employers expect them to work outside of regular hours, highlighting the importance of the right to disconnect.
As for concrete measures, there are many. A very simple one for managers, for example, is to indicate in their electronic signature that it is not imperative to respond immediately to this email they have just sent on a Sunday morning.
According to a recent survey by a social secretariat, 25% of workers believe that their employer expects them whether they work evenings or weekends. This exposes them to an increased risk of burnout, against which the right to disconnect tries to fight.
In conclusion, the right to disconnect is an important initiative that seeks to balance work and personal life by giving employees the freedom to disconnect from work-related communication outside of working hours. While there are concrete measures that managers can take to support this initiative, it ultimately comes down to a cultural shift and a recognition of the importance of rest and disconnection for productivity and overall well-being. By adopting the right to disconnect, we can create healthier and more sustainable work environments for everyone.