Redefining Productivity: Overcoming Digital Presenteeism in Remote Work
Introduction 🌍
COVID-19 has had a massive impact on our lives, changing them in ways that may never fully revert to the pre-pandemic norm. From our eating habits to physical activity, the most prominent change has been how we work. As office spaces shut down, working from home became the new norm. Even post-pandemic, some companies continue this trend, saving on rent and utility bills. While the debate over whether remote work benefits employee productivity and mental health is ongoing, a significant issue has emerged: digital presenteeism.
What is Digital Presenteeism? 🤳
Digital presenteeism refers to the pressure and expectation for employees to be constantly visible and available online, especially while working remotely. This stems from the belief that being visibly active and responsive in digital workspaces equates to productivity and commitment. With everything moving online, employees feel compelled to be online 24/7 to reply to new tasks or contribute to group discussions.
A survey of 2,000 knowledge workers by Qatalog and Gitlab found that 54% feel pressured to appear online and be visible while working remotely. Knowledge workers are adding an extra 67 minutes to their workday, equating to an additional 5.5 hours a week. However, this doesn't necessarily mean an increase in productivity. The same amount of work could be done without the unnecessary pressure of being visible online, leading to better mental states and more efficient work.
The Impact of Digital Presenteeism 📉
The constant need to be online, combined with a barrage of app notifications, is killing productivity and leaving workers unhappy, stressed, and unable to switch off from work. Many problems arise because of the reluctance to move away from fixed working hours, such as the traditional 9-5 shift. Qatalog and Gitlab argue that this outdated approach forces employees to work at hours that might not be best for their productivity and convenience.
Technology enables us to work at any time of the day, making fixed working hours largely useless. A better solution is an asynchronous working model, allowing employees flexibility not just over where they work but when they work. However, according to the study, employees feel that their bosses prefer traditional working methods: 63% of respondents said management and senior leadership "prefer a traditional culture with employees in the office." More than half (54%) also said their colleagues are stuck in old habits that create barriers to change.
Solutions to Digital Presenteeism 🚀
While technology has enabled more employees to work remotely, bringing considerable benefits, it has also facilitated digital presenteeism. One solution is to make technology less invasive and more considerate of the user, redesigned for the new way of work rather than supporting old habits in new environments.
A cultural shift is also necessary for async work to become normalised. This shift starts with trust and clear communication from leadership. When leaders send messages to their team, they should clarify whether an immediate response is needed or schedule updates to go out when people are most likely online. If a message is sent at an odd hour, using a prefix like "for tomorrow" or "no rush" would let team members know it's not urgent.
Conclusion 🏁
The transition to remote work has highlighted the benefits and challenges of digital presenteeism. To create a healthier and more productive work environment, technology and work culture need a radical redesign. By prioritizing user objectives and fostering trust and flexibility, we can better navigate the new landscape of work.
-Prateek Gupta and Rijul Arora
