The latest HR dilemma explores how HR leaders can respond to the challenges posed by the Right to Disconnect legislation, which took effect in August 2024. This new policy aims to balance employee well-being with the needs of global operations.
The Dilemma
As the HR leader of a tech company, one faces conflicting feedback regarding the out-of-hours communication policy. Team members across different time zones report feeling disconnected due to communication limits, while high performers who thrive on flexible communication feel their productivity is stifled. Conversely, employees with caregiving responsibilities appreciate the policy.
Potential Solutions
Flexible Communication Frameworks:
Padmi Pathinather suggests a tailored approach that allows high-performing employees to engage round-the-clock while respecting those who prefer standard hours. Implementing structured communication protocols ensures inclusivity and business continuity.
Policy on Flexibility:
Erin Rugg advocates for a flexible policy that allows employees to set their own communication boundaries, including designated time slots for after-hours responses. Core overlap hours for global collaboration can facilitate timely project management.
Engagement and Transparency:
Kendel Van Workum emphasizes the importance of transparency and regular check-ins with impacted employees. By focusing on results rather than hours worked, organizations can create an inclusive environment. Leaders should be educated about the legislation and encouraged to model supportive behaviors.
Ultimately, achieving a balance between work-life harmony and effective collaboration is key to the successful implementation of the Right to Disconnect.
Source
HRM Online