Your Workplace Policy Score

Between 0-5

80% of respondents score workplace policy in this category

What this score suggests

  • The workplace does not have a written policy that makes it clear that being connected to one's work-device (i.e., responding to work-emails) during vacation days is frowned upon. 
  • The workplace does not have a formalized "Right to Disconnect' policy
  • The workplace does not have clear policies for virtual meeting best practices. For example, directing employees as to when it is appropriate for cameras to be off during virtual meetings, or when "walk and talks" are suitable replacements for typical virtual meetings.

Why it matters

  • Workplaces that have this score are at risk of burning out their employees. Though often unintentional, they simply haven't put time and energy into crafting effective policies for work in the digital era. Feelings of "Zoom fatigue" are likely abundant within the remote or hybrid workforce, and the culture may have underlying elements of toxicity if employees feel like policies do not protect their right to disconnect on vacation days. It is likely that these issues are driving employees to exhaustion. The result? Employees will seek greener pastures. Those who stay may struggle with fatigue and a generalized lack of productivity that will end up costing the workplace money in costs of presenteeism & behavioral health.

What to do about it

  • It's time to reconsider your workplace policies and engrain digital wellness practices into the workplace culture. If your organization is starting from zero, bring in a Digital Wellness Expert to host a policy and procedural review session with your HR team. During this session, our experts will work with you or your team to establish baseline policies from which your workplace can build upon moving forward. Take this next step to improve your score.

Between 6-9

17% of respondents score workplace culture in this category

What this score suggests

  • The workplace may have some written policy that makes it clear that being connected to one's work-device (i.e., responding to work-emails) during vacation days is frowned upon, but that policy is either A) not widely known or B) not usually enforced. 
  • The workplace likely does not have a formalized "Right to Disconnect' policy but is aware of it and has discussed its impact on the workplace internally.
  • The workplace may not have clear policies for virtual meeting best practices, but employees feel like they have autonomy in deciding when it is appropriate for cameras to be off during virtual meetings, or when "walk and talks" are suitable replacements for typical virtual meetings.

Why it matters

  • Workplaces that have this score are at taking some good first steps in engraining digital wellness within workplace policies. I's likely that some amount of time and energy have been put into crafting effective policies for work in the digital era. Still, without greater clarity and structure, it's possible that these steps forward can easily revert to a poorer culture in the case that a change in leadership or team composition occurs. This score also hints at an inequitable distribution of knowledge around digital wellness practices within the workplace. While some workers know of the policies - and feel empowered to benefit from them - others may not and may feel pressure to work in a way that leads to burnout and fatigue. 

What to do about it

  • While your workplace is considered to be above average in this category, it's likely missing an important business opportunity by leaving some employees to feel unaware of the policies and practices that exist. As a result, some feel overconnected, overwhelmed, and overanxious. Excelling in this category means finding ways to institutionalize these policies and effectively communicate them throughout the workplace to allow all employees an opportunity to rest, recharge, and return to work as their most productive and creative selves. To take the next step, explore our consulting initiatives designed to help your HR team take their policies to the next step. Then, communicate those policies broadly by bringing in a Certified Digital Wellness Expert to talk to your employees about the importance of practicing digital wellness in the workplace. 

Between 10-12

3% of respondents score workplace culture in this category

What this score suggests

  • It is likely that the workplace does have written policies which make clear that being connected to one's work-device (i.e., responding to work-emails) during vacation days is frowned upon. It is both widely known and broadly adopted within the workplace. 
  • The workplace likely has a formalized "Right to Disconnect' policy. 
  • The workplace likely has clear policies for virtual meeting best practices. These policies help explain when it is appropriate for cameras to be off during virtual meetings, and when "walk and talks" are suitable replacements for typical virtual meetings.

Why it matters

  • Workplaces that have this score are excelling in the field. This type of workplace is desirable in the digital era, especially as more employees than ever are looking to their employers for guidance in navigating work and life in the digital age. All told, workplaces that fall in this category often have employees who are more productive, more fulfilled, and more empowered to find the sweet spot between productivity and thriving in the digital era. 

What to do about it

  • Your workplace seems to be a leader in regard to the digital wellness policies. Celebrate that and share it with others by earning a marketable designation as a Certified Digitally Well Workplace.  Get started by purchasing the full version of the index for your extended team or company. If your workplace scores high enough, it has the chance to join a small but growing list and earn recognition for the work you're leading.
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