In many organizations, the line between work and personal life has blurred, creating a culture of constant availability. While organizations promote wellness and work-life balance, they often contradict themselves by rewarding overwork and penalizing employees who unplug. Here’s how to change that dynamic.

Audit who you’re rewarding. Are your top performers simply the most visible and responsive? Shift the focus to outcomes, not availability. Ensure your evaluation criteria prioritize results over late-night emails.

Redefine what commitment looks like. Presence isn’t performance. Make it clear that working smarter—not longer—is what drives success. Publicly recognize employees who excel during regular hours.

Respect working hours. Discourage off-hours communication and use tech tools to delay non-urgent messages. When extra work is needed, offer overtime pay or compensatory time.

Establish clear detachment policies. Formal policies set cultural norms. Encourage managers to model detachment and support employees who take time to recharge without penalty.

Train your managers. Help them recognize unconscious biases that favor constant availability. Ensure they assess performance fairly and consistently uphold company values around balance.

Adapted from Research: Are You Penalizing Your Best Employees for Unplugging? by Eva Buechel and Elisa Solinas

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