Implement the right to disconnect in your company's culture
What does the right to disconnect law say?
- Employees will have the right to disconnect in order to guarantee the respect of their rest time.
- The modalities for exercising this right shall be in accordance with the nature and purpose of the employment relationship.
- The employer shall elaborate an internal policy defining the modalities of the exercise of the right to disconnection and the necessary training and awareness actions.
As we talked in our post: Boost happiness and productivity at work, (you can read it here), there are several psychological studies which show that happy teams are productive teams. Companies that invest in employees happiness and health, and strive to develop and work on emotions, end up improving their performance significantly.
Regulation of remote working gets in the scene
In addition, due to the forced implementation of remote working at home due to the COVID pandemic, the regulation of remote teleworking has recently been published (you can read it here in spanish). This regulation specifies that teleworking will be voluntary and implies certain obligations from the company, such as compensating the worker for the costs related to the equipment and resources necessary for the development of his or her activity.
How can we incorporate this law into the culture of the organization?
Understanding the motivations behind this right
To adapt a new law, it is advisable to understand and convey the reasons why it is created. In this case, the telework law arises with the aim of respecting the workers’ rest hours. In this way, the company could avoid the burnout syndrome and reduce employee turnover.
Communicating changes at the operational level
It is necessary to communicate how this measure can have an impact on the way of working. For example, some companies have decided that workers will not be able to log on at certain times, such as weekends and holidays. To achieve the right to disconnect, the company can create training and awareness-raising actions on the subject, showing the importance and benefits of respecting the team’s private hours.
Measuring team satisfaction and well-being
“When people are invested financially, they want a return. When people are invested emotionally, they want to contribute.” - Simon Sinek