Digital Burnout: A Modern Challenge to Maslow's Hierarchy

The rise of digital burnout has become a serious threat to the wellbeing of contemporary workforce individuals in a time of perpetual connectedness and information overload. Using Maslow's Hierarchy of Needs as a framework, this blog article explores the effects of digital burnout on psychological well-being. Furthermore, we discuss about HR tactics designed which can be used to reduce digital burnout and promote a better work-life balance.

Dilemma of the Digital Age

The distinctions separating work from leisure have grown less distinct as digital technology influences both our personal and professional life more and more. Employees who are subjected to a never-ending stream of emails, notices, and virtual meetings may get addicted to their screens and develop digital burnout. In addition to upending conventional ideas of a balanced existence, this phenomenon directly jeopardises people's mental health.

Maslow's Hierarchy and Digital Burnout:

Understanding the levels of issues faced by employees in a setting of digital burnout is made possible via Maslow's Hierarchy of Needs:

• Physiological requirements:

These fundamental human requirements come first and are hence at the bottom of the hierarchy of needs. These requirements cannot be put off indefinitely. Other demands do not drive an employee until these fundamental physiological needs are met to the necessary degree (Trivedi, & Mehta, 2019). The continuous drive to be online might interfere with basic physiological requirements like sleep and relaxation. It might be difficult for individuals to unplug, which could cause disturbed sleep cycles and more stress.

• Need for Safety:

These are the demands associated with the psychological dread of losing one's work, one's home, an accident, a natural disaster, etc. The pressure to constantly be accessible for work-related duties and the uneasiness that comes with fear of loss of job might undermine Maslow's hierarchy of requirements for safety. In the digital era, job stability takes on new meanings. Only when safety demands are not met do they become driving forces (Trivedi, & Mehta, 2019).

• Sense of Social Belonging:

According to Uysal and Genç (2017, p. 216), this group of needs—which includes the urge to be appreciated by others, form friendships, show love to those around you, and expect love in return—comes mostly from the impulses of cohabitation. Even when people are linked digitally, they might feel alone since face-to-face contacts are more meaningful than virtual ones. A critical component of mental health, social belongingness, may be impacted by this isolation.

• Needs for Esteem:

People naturally want to fit in with a group, but they also want to stand out from the others in the group and gain reputation. These requirements are met in order to provide people a sense of competence, self-worth, strength, and suitability for contributing to society (Bozyiğit, 2021). People who have digital burnout may find it difficult to maintain the high standards of productivity, which might lead to a reduction in self-esteem. Having trouble striking the perfect work-life balance might make you feel inadequate.

• Self-actualization:

In order to improve living circumstances in the society, individuals are motivated to be creative in their varied social contexts by self-actualization desires and the need to use all of their latent skills (Aruma & Hanachor, 2017, p. 23). The constant pressures of digital life frequently make it difficult to pursue self-actualization. The constant requirement to be present digitally may hinder potential for creativity, personal development, and following hobbies outside of work.

Mitigating Digital Burnout: Strategies for Work-Life Balance at workplace:

• Establishing Clear Digital Boundaries:

Individual variations in flexibility and the permeability of boundaries impact the strength of barriers between work and non-work domains (Bulger, Matthews and Hoffman, 2007). The more people encounter breaks (or transitions) between jobs, whether physical or psychological, the more porous the barrier between domains is. Encouraging staff members to draw distinct lines between work and leisure time is an ideal option to reduced the gap. Establishing guidelines that forbid meetings and communications after hours in order to promote a culture that values leisure can be incorporated within teams.

• Encouraging Digital Detox Methods:

A method that supports purposefully limiting technology use in order to lower digital engagement and physiological stress. However, digital networking could be the main means of interacting with others when one is socially isolated (Mirbabaie, Marx, Braun, and Stieglitz, 2020). Encouraging frequent digital device breaks to cut down on screen time and encouraging staff members to partake in activities that foster mindfulness and relaxation both in-between and after work can support in developing better mental well-being.

• Flexible Work Arrangements

According to Rupietta and Beckmann (2016), the idea of working from home gives employees the freedom to plan and schedule their work. It avoids having to travel to the office and has a number of advantages, including reduced travel time from home to their office, flexibility, as well as control over the working environment (Wohrmann et al. 2021). Providing flexible work schedules can enable staff to efficiently manage their time. Offering alternatives such as shortened workweeks, flexible scheduling, or remote work options can lessen the strain of maintaining a continual online presence.

• Instruction in Digital Health:

"Remote work" refers to the intensive use of modern technologies in the fulfilment of everyday activities, even if every activity including those done in a workplace without making use of technology requires some level of digital assistance (Juchnowicz, and Kinowska, 2021). Due to this reason the usage of digital means is at a higher rate and therefore it is important to provide training courses that teach staff members the value of digital health. Offer tools that address the need of taking breaks, stress management strategies, and efficient time management.

• Promoting Open Communication

Better mental and physical health are only two of the many health outcomes that may be positively impacted by strong communication skills. Effective communication has also been linked to decreased levels of emotional distress, discomfort, worries, dread, hopelessness, sadness, depression, and use of health services (Kyaw, et. al., 2019). Encouraging a culture in the office where workers feel free to talk about and get help for digital fatigue from the coworkers and when starting discussions on mental health and wellbeing, Human Resources department may be a key player.

Individual well-being is mostly based on their physical and mental health, while societal well-being is largely dependent on access to and effective healthcare supply. Numerous research on human-computer interaction centre on the relationship between stress and personal wellbeing (Andrushevich et al. 2017).

Work-life imbalance and high burnout rates were induced by high work intensity, heavy workloads, and unpredictable work hours brought on by working from home (Xiaomeng, 2020). Work-life balance will promote job satisfaction whereas burnout would impede it (Kanwar, Singh, & Kodwani, 2009). Accordingly, the desire to quit a job is significantly influenced by burnout, work-life balance, and job satisfaction (Federici & Skaalvik, 2012).

In conclusion, the modern workplace presents a significant obstacle to Maslow's Hierarchy of Needs due to digital burnout. Organisations may promote a more positive and sustainable work environment by recognising the effects of continuous connectivity on workers' mental health and putting in place Human Resources policies that place a high priority on a work-life balance. In addition to being a professional duty, pursuing digital well-being is essential to ensuring the general mental health of professionals in the digital era.

REFERENCES

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