There was a time when the phrase “logging off” actually meant something. Now, with the hum of Slack notifications and the relentless ping of email alerts, it feels like we’ve traded the 9-to-5 for a 24/7.
Many professionals especially those working remotely, find themselves living in what’s been dubbed an “always-on” culture. It’s a space where productivity is measured not just by output, but by presence. Green dot on Slack? Available. Grey dot? Probably on a beach somewhere, slacking off (pun intended).
But here’s the uncomfortable truth: this constant connectivity isn’t productivity—it’s performative exhaustion.
The Illusion of Productivity
Being “always available” might look good in theory, but it rarely translates to better results. In fact, studies consistently show that excessive context switching—jumping from Slack messages to emails to calls, drains focus and creativity.
For many, the pressure to respond immediately has become a subtle competition of visibility. The irony? The most thoughtful work often happens when we’re not visible at all—when we’re deep in concentration, away from the noise.
The Cost of Constant Connection
The impact of this culture goes beyond tired eyes and caffeine dependency. The inability to disconnect affects mental health, relationships, and long-term job satisfaction. Employees burn out faster, feel undervalued, and eventually disengage.
The phrase “urgent” has lost its meaning when everything, from a spreadsheet tweak to a social post review, carries the same level of supposed importance.
Rethinking What “Available” Really Means
Forward-thinking organisations are starting to draw clearer boundaries. Some have introduced “no meeting Fridays” or set Slack quiet hours. Others encourage asynchronous communication, trusting teams to respond when it suits their workflow rather than the app’s timestamp.
This isn’t about being anti-communication. It’s about building a culture where output outweighs online status. A culture that values rest as much as responsiveness.
How Leaders Can Help
Leaders set the tone. If managers send emails at midnight, employees assume they should, too. If managers champion downtime, the team follows. Setting expectations around response times, modelling healthy disconnection, and rewarding results—not presence—are small changes that make a big impact.
We see first-hand how company culture influences retention and engagement. The “always-on” mentality might appear committed on the surface, but over time it drives people away faster than it keeps them.
Work shouldn’t feel like a live chat you can never leave. Sometimes, the most productive thing we can do is step away, recharge, and come back ready to actually create something meaningful.
Because your Slack status should show you’re human, not a machine.