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The “Always On” Mode: How It’s Impacting Indian Workers
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Does this scenario sound familiar?
Often, your friends ask you out for a coffee or a movie and even on a weekend you almost instantly wish they hadn’t! You haven’t completely shut-off from work and need some more time to recover mentally and physically. Especially, before diving straight back into the city’s traffic that drains you almost instantaneously. In fact, a part of the reluctance to go out also stems from a feeling of guilt. This guilt is brought about by the “fact” that you are in an important position in the organization. This means that you need to always be “ON”. Translating into the thought “I might as well take it easy and stay in, in case I’m needed at work”, says your mind, conditioned to believe that work always comes first. This incessant need to always be “ON” is a curse all city folk are battling. Most corporates, including start-ups today aim at attracting and retaining talent by offering certain perks. These range from ESOPS, hefty salaries, joining bonuses, cab rides, free food, and other such benefits. Employees hence rationalise their hectic work schedules, they feel obligated to their company, leading to a “Kashi-esque” moment of dejection and a lost sense of purpose; am I really in charge of my life or is my job controlling me? The “Kashi-esque” feeling is derived from the paradoxical conundrum that one finds themselves in, when they realise that their jobs define who they are socially. The supposedly clear line between “ON” and “OFF” modes is suddenly blurred. Welcome to the age of work-life imbalance, where work and life have no clear boundaries. The negative effects of being in an “ON” state are many. Burnout, high turnover and the death spiral of working longer hours but getting less done are just a few. Off-hour interruptions bleed into time at the office, too. This most commonly causes bad morale, employees either resent each other or the management. Corporates have gradually realised that a good work-life balance and work productivity have a strong correlation. They are now increasingly taking steps to remedy the situation by introducing various wellness initiatives as part of their Employee Assistance Programs (EAP). Such programs typically include counselling for personal and professional issues, challenges in team management, support for any personal crisis and workshops on wellness, diversity, leadership and ethics. Some EAP programs also involve a larger spectrum of services such as legal/ financial assistance, exercise and dietary consultations, insurance handling etc. But do these policies really help? A recent study suggested the top four contributors to poor work-life balance are:- Bad Bosses
- Incompetent Colleagues
- Long Work Hours
- Long Work Commutes
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