Digital Well-being in the Workplace: Training Employees for Healthier Tech Use

As someone who's been working in Learning and Development for years, I’ve seen firsthand how technology has revolutionized the way we work, learn, and connect. It’s incredible how digital tools have brought us closer together, especially in a world that increasingly operates remotely. But let’s be honest — while tech has given us flexibility and efficiency, it’s also left many employees feeling overwhelmed, mentally drained, and always “on.”

I’ve led numerous training programs throughout my career, and one thing that stands out is the gap when it comes to digital well-being in the workplace. We train employees on leadership, technical skills, and even time management, but we rarely address the elephant in the room: How do we use technology without letting it take over our lives?

It’s time to talk about training employees to build healthier digital habits.

Why Digital Well-being Matters

We live in a hyperconnected world. From Slack messages to emails, notifications, and back-to-back video calls, employees are spending more hours in front of screens than ever before. While productivity tools can be a blessing, they can also blur the boundaries between work and personal life, leading to burnout.

Research shows that excessive screen time can negatively impact mental health, sleep, and overall well-being. And let’s face it — when employees aren’t feeling their best, productivity, engagement, and creativity all take a hit.

That’s why organizations need to go beyond providing digital tools. We need to teach employees how to use them responsibly and mindfully.

What Does Digital Well-being Training Look Like?

Training employees on digital well-being isn’t about banning tech or reducing productivity. It’s about teaching them to use technology in a way that supports their mental health and well-being. Here are some ideas that I’ve seen work well in organizations:

1. Setting Boundaries with Tech Encourage employees to define their “on” and “off” times. Just because we can be online 24/7 doesn’t mean we should be. For instance, training employees on the importance of digital detoxes or muting notifications after work hours can make a huge difference.
2. Mindful Use of Communication Tools We’ve all been there — inboxes flooded with emails and instant messages popping up non-stop. Digital well-being training should cover best practices for managing communication tools, like batching emails, setting clear expectations for response times, and even encouraging asynchronous communication when possible.
3. Prioritizing Breaks and Screen-Free Time I love talking about the importance of screen-free breaks. Simple things like taking a walk, stretching, or even having a “no-tech lunch” can help employees reset and recharge.
4. Video Call Etiquette and Alternatives Not everything needs to be a meeting! Training employees to consider alternatives like emails, voice notes, or even collaborative documents can reduce Zoom fatigue and improve focus.

The Mental Health Connection

One of the most important aspects of digital well-being is recognizing the impact of tech use on mental health. I’ve seen companies implement digital well-being programs with a mental health-first approach, and the results are impressive. Employees are more engaged, motivated, and — most importantly — happier.

When we teach employees to manage their digital lives better, we’re also helping them manage stress, anxiety, and burnout. It’s a win-win for both the individual and the organization.

A Personal Reflection

Throughout my career, I’ve been deeply passionate about creating learning experiences that empower employees to become the best version of themselves. I’ve worked with diverse teams, from healthcare to industrial environments, and I’ve seen that employee well-being directly impacts performance and business outcomes.

If we want to create a healthier and more productive workforce, we can’t overlook the importance of digital well-being training. Technology is here to stay, but it’s our job as Learning and Development professionals to ensure employees use it in a way that adds value to their lives — not takes away from it.

Final Thoughts: Let’s Lead the Change

The way we work is constantly evolving, and so should our training programs. By incorporating digital well-being into our learning strategies, we’re not just teaching employees how to use tools; we’re teaching them how to thrive in a digital world.

Imagine a workplace where employees know how to set healthy boundaries, use tech mindfully, and prioritize their mental health. That’s the kind of workplace I want to help create.

So, let’s start this conversation. How is your organization addressing digital well-being? What strategies have you seen work? I’d love to hear your thoughts!

Let’s connect and build healthier, more human workplaces together.

— Patricia