What exactly is digital stress? Existing research shows that digital stress comes from several sources related to the use of technology. These stressors can disrupt work, mental health, and overall performance.
A study from the University of Colorado Boulder’s Leeds School of Business identifies five key sources of digital stress. First, employees face a constant flood of tasks and information from emails, notifications, and alerts. Second, digital technology blurs the line between work and personal life. Many feel like they must stay connected all the time, turning home into an extension of the office. Third, the complexity of tech tools can overwhelm employees. Learning new systems can feel like a big task, leaving some feeling inadequate. Fourth, there’s the fear that advancing technology could make jobs redundant, or that younger, tech-savvy colleagues might take over. Fifth, employees face constant adaptation as technology evolves, creating uncertainty.
Overlapping stress
These stressors often overlap. An employee constantly interrupted by messages while feeling the pressure to stay connected after hours may experience more stress than they would from just one source. This combination can lead to burnout and poor work performance.
The researchers suggest that managers take a broader approach to tackle digital stress. It’s not enough to address one issue, such as limiting after-hours emails. Managers need to assess all the stressors their employees face and create solutions that address multiple sources at once.
Several strategies can help:
- Assess regularly: Surveys, one-on-one discussions, and reviewing communication patterns can uncover digital stressors.
- Set boundaries: Limit after-hours communication and adopt a culture where employees request information when needed, rather than having it pushed at them constantly. Employees should feel comfortable raising concerns without fear.
- Use tools effectively: Leverage systems like chatbots or tools to prioritize communications and ease tech-related challenges.
- Offer training: Provide programs that build digital literacy and help employees manage work-life balance.
- Leadership involvement: Leaders should model good digital habits, setting an example for the rest of the organization.
Even small changes in digital stress can have a big impact. If employees already face multiple stressors, adding something small—like an urgent project requiring after-hours availability—can significantly hurt their performance. Similarly, employees might show signs of burnout even before their work starts to suffer, highlighting the need for proactive management.
Managers should understand that high performance doesn’t mean an absence of digital stress. Top performers can still be at risk of burnout, which can develop subtly before it affects their work. Regular check-ins, surveys, and open communication can help managers spot issues early.
Ultimately, there’s no one-size-fits-all solution to digital stress. A multi-faceted approach that addresses the specific stressors each employee faces will create a healthier, more productive work environment. By understanding the complex ways digital stress affects people and staying attuned to early warning signs, managers can help their teams thrive.
