A challenge is developing in the world of hybrid work. People feel like they have to always appear as online, putting a lot of work into making sure they’re seen as always present and it’s affecting how businesses operate. Known as digital presenteeism, there is a rising trend in employees constantly signalling their availability through digital tools, even when what really matters is focus, productivity and well-being.
Digital presenteeism is a modern variant of its more traditional counterpart that most of us have already experienced. Think working while you’re sick or never taking breaks and emphasising being seen over actual productive output. It refers to the implicit pressure to appear busy, responsive or ‘always on’ in a digital workspace, whether its through fast chat replies, staying logged in after hours, or forever being set to available.
In a hybrid environment where employees move between home, the office, and other remote locations, the boundaries that once separated work from non-work have been brought down. Employees feel the need to stay connected when they’re out of the office or working on a deep focus task, fearing that their lack of visibility equates to a lack of productivity.
The tools that enable hybrid work (like collaboration apps, video conferencing and other remote functionalities) also enable round-the-clock availability, eroding rest and recovery time. To add to this, some leaders also still measure productivity by visible presence rather than outcomes, which only serves to encourage presenteeism over actual performance.
When digital presenteeism becomes a pattern, it creates several risks:
Thankfully there are some practical steps that leaders, teams and individuals can take to step away from digital presenteeism and towards a better workplace culture entirely.
For leaders and teams, the key to a better workplace is to create clarity and balance. Start by setting clear working hours and make sure everyone knows when collaboration is expected and when focus time is protected.
Encourage regular no-meeting blocks to give people space for deep work, and make it a norm to communicate availability. Leaders play a crucial role in setting the tone by modelling healthy work behaviours such as logging off on time or respecting offline hours and giving permission for others to do the same. Finally, shift the way performance is measured: talk about outcomes and deliverables rather than how long someone is logged in or how fast they reply.
For individuals, managing digital presence is just as important. Simple actions like scheduling offline time or creating a personal end-of-day ritual can help establish boundaries between work and life. It’s also worth adding time for deep thinking that moves real projects forward. Most importantly, be open about your boundaries. Communicate when you need to disconnect or concentrate because when teams trust each other to balance presence with productivity, hybrid work becomes healthier.
Hybrid really does give us the best of both worlds. But if we measure value by being present instead of being effective, we end up recreating old problems in a new format. By recognising digital presenteeism for what it is and by designing workspaces for real productivity and wellbeing, we can truly make hybrid work, for our teams, for our customers and for our future.
Want to know how Dstny can help you create the perfect hybrid environment? Find your local Dstny provider today.