INTERNATIONAL JOURNAL OF RESEARCH AND SCIENTIFIC INNOVATION (IJRSI)  
ISSN No. 2321-2705 | DOI: 10.51244/IJRSI |Volume XII Issue X October 2025  
“Digital Detox and Employee Health: Talent Management Strategies  
for Reducing Digital Overload”  
Shimmi Rai, Dr. Akriti Jaiswal  
Department of Commerce, University of Lucknow, Lucknow, India  
DOI: https://dx.doi.org/10.51244/IJRSI.2025.1210000367  
Received: 02 November 2025; Accepted: 12 November 2025; Published: 26 November 2025  
ABSTRACT  
Purpose  
This study aims to explore the impact of digital overload on employee health and well-being in modern  
workplaces and to evaluate the role of digital detox initiatives as part of talent management strategies in  
mitigating these effects.  
Design/Methodology  
The research utilizes a comprehensive secondary analysis, drawing from academic literature, industry reports,  
organizational case studies, reputable websites, and bibliometric analysis. This approach facilitates a nuanced  
understanding of existing knowledge on digital overload and the effectiveness of digital detox measures in real-  
world settings.  
Findings  
The study highlights that digital overload significantly contributes to increased stress, burnout, and reduced  
productivity among employees, with 75% of surveyed workers reporting high stress levels due to digital demands  
and 60% experiencing burnout. Digital detox strategies—such as no-after-hours email policies, flexible work  
schedules, and designated "digital detox" days—demonstrate a notable impact, reducing stress by 42%,  
improving productivity and focus by 28%, and enhancing well-being by 34%. Among these, flexible work  
arrangements emerged as the most effective, with a success rate of 70%.  
Research Implication  
The findings emphasize the importance of integrating digital detox methods into talent management frameworks  
to counterbalance digital overload. Implementing these strategies can improve employee well-being and enhance  
organizational productivity.  
Originality/Value  
This research provides actionable insights for organizations aiming to address the pervasive challenge of digital  
overload. By presenting effective, evidence-based digital detox strategies, it offers practical solutions for  
fostering a healthier, sustainable, and more balanced work environment that aligns technological progress with  
employee well-being.  
Keywords: Digital Detox, Employee Well-being, Employee health, Social-Media, Talent Management  
INTRODUCTION  
In today's hyper-connected world, the constant barrage of notifications, emails, and digital distractions can be  
overwhelming. The constant connection between them can cause stress, fatigue, and reduced productivity,  
emphasizing the necessity of taking a "digital detox." The term "digital detox" describes removing oneself from  
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digital gadgets and the internet in order to improve one's physical and mental health. Digital detox is gaining  
importance in the workplace as constant connectivity blurs work-life boundaries, causing stress. Limiting  
technology use and taking regular pauses from screens might help employees feel better mentally, cope with  
stress, and re-establish a connection with the present. To encourage employees to disconnect and spend more  
time with their families, some businesses have "no email after hours" policy. Additionally, employees who go  
on a digital detox claim that they are more productive and creative and are able to focus better when their  
smartphones are not a distraction. Instead of reading through social media, a software engineer could get ideas  
by taking a stroll. While digital technologies have improved connectivity and productivity, they have also  
resulted in digital overload, which has lowered employee wellbeing and caused stress and burnout. Innovative  
talent management solutions are being adopted by corporations to address these difficulties. Nevertheless, a large  
body of research remains unfilled regarding the methodical application of these tactics. Although there is  
evidence supporting the benefits of digital detox for mental health and productivity, specific strategies for  
integrating these practices into personnel management systems remain unexplored and require more research.  
This gap is particularly noticeable because there is little study on how organisational policy, leadership style,  
and workplace culture all interact together to support or undermine workplace digital detox programs. The  
majority of recent research focusses on individual digital detoxification, emphasising personal habits over all-  
encompassing organisational tactics. There is not enough empirical data on the long-term consequences of  
structured digital detox programs at an organisational level, despite some studies highlighting the benefits of less  
screen time and improved work-life balance. Major issues including how a digital detox affects employee  
engagement, retention, productivity, and overall business success are still not well studied. A survey of previous  
research and scholarly publications revealed a strong emphasis on individual approaches to digital detox, which  
served as the impetus for choosing this subject.  
The adoption of digital detox practices varies significantly across industries and cultures due to differing work  
demands and societal norms. In sectors like IT, constant connectivity necessitates strategies such as flexible  
work arrangements and no-after-hours email policies to reduce burnout, while healthcare professionals benefit  
from tech-free zones and mandatory breaks to alleviate stress from high-pressure environments. Finance  
employees, facing strict deadlines, may respond well to structured "unplug" hours to balance productivity and  
well-being. Cultural nuances further influence the effectiveness of these practices; collectivist societies, such as  
those in India and Japan, often emphasize group obligations, making it harder for employees to disconnect unless  
endorsed by leadership. In contrast, individualistic cultures like the US and UK, where personal boundaries are  
valued, see easier adoption of such measures. High power-distance cultures add another layer of complexity, as  
employees may hesitate to disengage from digital connectivity without explicit organizational encouragement.  
Addressing these sector-specific and cultural factors is crucial to designing effective and inclusive digital detox  
strategies.  
This study intends to explore practical methods for advancing sustainability and employee well-being in the  
digital era by reorienting the attention to organisational actions. The intriguing topics this project aims to  
investigate include specific efforts like designated digital detox days, flexible work schedules, and bans on after-  
hours email. By offering insights into how businesses may actively support their employees' balanced work  
environments and better digital habits, this study aims to bridge the gaps that have been found. The rising  
significance of mental health and well-being in contemporary settings, where digital overload is becoming more  
prevalent, is what motivated the choice of this topic. Because it looks at both the practical advantages of digital  
detoxification and the part organisations play in encouraging such behaviours, this study issue is very pertinent.  
In the constantly changing digital landscape, it is essential to understand how businesses may develop a healthy  
digital culture in order to promote long-term employee engagement, satisfaction, and productivity.  
LITERATURE REVIEW  
In an era of constant digital connectivity, the idea of a digital detox and its consequences for worker well-being  
have gained weight. Providing a chronological account of the evolving debate, this literature review examines  
important studies on digital detox, employee well-being, and talent management techniques to handle digital  
overload.  
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Boswell and Olson-Buchanan (2007) conducted an early study highlighting the blurred boundaries between work  
and personal life due to constant connectedness, stressing the importance of boundaries for maintaining well-  
being. Later, Derks et al. (2014) explored how smartphone use for work affected stress and general well-being,  
emphasizing potential drawbacks of constant connectivity. Research shows that digital overload—a condition  
of excessive digital device usage and constant information flow—can lead to stress, burnout, and diminished job  
satisfaction (Sonnentag & Fritz, 2015). Studies by Karr-Wisniewski and Lu (2010) and Bakker et al. (2014)  
found that digital overload can cause cognitive fatigue and mental exhaustion, ultimately impacting job  
performance and output. Recently, Wilhelm et al. (2023) linked digital overload with increased anxiety and  
depression, underscoring the need for talent management policies to alleviate these effects on employees’ mental  
health.  
Digital detox, involving temporary abstinence from electronic devices, has been proposed as a solution. Radtke  
et al. (2021) define digital detoxification as a strategy to alleviate stress, which is supported by Reinke and  
Chamorro-Premuzic’s (2014) findings on the negative psychological impact of continuous connectivity. Around  
this time, digital detox gained scholarly attention, with Wajcman et al. (2017) acknowledging its role in restoring  
work-life balance. Stanovsek (2018) further defined digital detox as an intentional break from devices to improve  
mental and physical health. Schieman and Glavin (2017) recommend organizations implement policies to  
manage digital connectivity by setting after-hours communication guidelines and fostering a culture that respects  
employees’ downtime. This recommendation aligns with Barber and Santuzzi’s (2019) findings on  
telepressure—the need to respond quickly to digital communications—which affects worker productivity and  
well-being. They urged companies to create policies that encourage breaks to mitigate these effects.  
The COVID-19 pandemic intensified digital fatigue, as highlighted by Juchnowicz and Kinowska (2021), who  
recommended that organizations reevaluate digital initiatives to prevent burnout and encourage sustainable work  
practices. Similarly, Kristensen (2023) emphasized that leaders who model healthy digital habits inspire  
employees to set their own boundaries. Anandpara (2024) analyzed digital detox strategies, such as setting  
designated times for email and establishing tech-free zones, concluding that balanced policies can promote  
worker well-being.  
Adding to these insights, Kim and Lee (2024) examine SHRM in chaebol hotels, demonstrating that while  
rigorous hiring practices enhance service quality, perceptions of unfair recruitment and promotion create a gap  
in organizational justice. Their proposed SHRM framework combines "best fit" and "best practice" strategies,  
helping managers balance service standards with fair employee treatment. In Vietnamese banks, Kim (2024)  
finds that emotional intelligence and transformational leadership foster a supportive culture, boosting employee  
performance. Similarly, Kismono et al. (2024) show that in Indonesian banks, work engagement (WE) and  
organizational citizenship behavior (OCB) mediate the impact of HR practices on innovative work behavior  
(IWB), suggesting that fostering WE and OCB can drive workplace innovation. These studies collectively  
highlight the importance of a holistic approach to HRM that integrates fairness, leadership, and engagement to  
enhance well-being and performance.  
Together, this body of research underscores the need for comprehensive HR strategies that balance digital  
connectivity with employee well-being, creating sustainable, supportive environments in today’s digital  
landscape.  
RESEARCH METHODOLOGY  
The research methodology outlines the systematic approach used to investigate the impact of digital detox on  
employee well-being and the effectiveness of talent management strategies to address digital overload. The study  
uses a secondary research approach concentrating on gathering and analysing pre-existing data from a range of  
sources, such as credible websites, industry publications, academic journals, and organisational case studies.  
This method allows for a thorough comprehension of the subject by combining the results of several  
investigations and coming to well-rounded conclusions.  
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Sources of data  
To create a comprehensive and diverse dataset, information was gathered from a range of secondary sources:  
Academic Journals: Research findings on the relationship between employee well-being and digital  
detoxification were analysed through peer-reviewed publications and papers published in academic journals.  
Industry Reports: Data regarding the incidence of digital overload and the efficacy of different talent  
management strategies was provided by reports from consulting firms and industry bodies.  
Case Studies from Various Organisations: These case studies provided actual instances of digital detox  
programs and their results. For example- IDC (International Data Corporation) ,SHRM (Society for Human  
Resource Management), Boston consulting group, etc.  
DATA COLLECTON AND ANALYSIS  
Data Collection:  
The information used in this study was obtained from various secondary sources, as detailed in the research  
methodology section. The primary sources of data included academic journals, industry reports, organizational  
case studies, and reputable websites.  
Academic Journals  
Studies were done on digital detox and its impact on employee well-being, as well as research on talent  
management strategies. It provided theoretical insights and empirical evidence on the benefits of digital detox  
and the effectiveness of talent management practices.  
Industry Reports  
Practical data was obtained on digital overload prevalence, employee well-being, and organizational strategies.  
It highlighted trends and statistics on digital overload and the success rates of various management strategies.  
Organizational Case Studies  
Real-world examples of digital detox initiatives and their outcomes, were observed which offered practical  
examples of how organizations implement digital detox practices and their impact on employee well-being.  
Reputable Websites  
Additional data and statistics on digital overload and employee well-being was obtained which provided  
supplementary information and global perspectives on the research topic.  
Sources that focused exclusively on personal digital detox practices without addressing organizational  
strategies were excluded to align with the study’s objectives.  
Analytical Frameworks Employed:  
Thematic Analysis: This was used to identify recurring themes, such as the connection between flexible work  
schedules and reduced stress levels.  
Trend Analysis: Applied to trace the evolution of digital detox strategies, highlighting adoption trends across  
different industries and cultural contexts.  
Visualization Tools: Graphs and charts were created to present findings effectively, such as stress levels due  
to digital overload, strategy effectiveness comparisons, and employee perspectives on detox benefits.  
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Challenges Faced During Data Synthesis and Analysis:  
Data Variability: Reconciling inconsistencies across industries and sources posed a challenge. For instance,  
certain sectors, like IT, had extensive documentation, while others, like education, had limited data.  
Bias in Secondary Data: Reliance on secondary sources introduced potential biases, especially from industry  
reports that might reflect the priorities of sponsoring organizations.  
Integration Across Sources: Synthesizing diverse types of data—qualitative insights from case studies and  
quantitative findings from industry reports—required careful cross-validation for consistency.  
To address these challenges, a triangulation approach was adopted, comparing insights from multiple sources  
to ensure reliability and coherence.  
General Data  
Table 1: Impact of Digital Overload on Employee Well-being  
S.No  
Criteria  
Percentage  
Source  
Employees feeling stressed due to  
constant connectivity  
APA (American Psychological  
Association)  
1
75%  
Employees experiencing burnout  
due to digital overload  
CIPD (Chartered Institute of  
Personnel and Development)  
2
3
4
5
60%  
50%  
45%  
65%  
Employees checking work emails  
outside working hours  
APA (American Psychological  
Association)  
Employees reporting decreased  
productivity  
Gallup's State of the American  
Workplace report  
Employees experiencing work-  
life imbalance  
CIPD (Chartered Institute of  
Personnel and Development)  
Table 2: Benefits of Digital Detox on Employee Well-being  
Improvement  
S.No  
Criteria  
Source  
Percentage  
University of California,  
Irvine  
1
Reduction in stress levels  
Improvement in focus  
42%  
University of California,  
Irvine  
2
3
4
28%  
Increase in job satisfaction 22%  
Virgin Pulse survey  
Virgin Pulse survey  
Improvement in overall  
well-being  
34%  
Reduction in technology-  
20%  
IDC (International Data  
Corporation)  
5
related stress  
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Table 3: Effectiveness of Talent Management Strategies  
S.No  
Strategy  
Effectiveness (%) Source  
No after-hours email  
policies  
1
25%  
Boston Consulting Group  
Flexible  
schedules  
work  
SHRM (Society for Human Resource  
Management)  
2
70%  
30%  
3
4
Digital detox days  
Virgin Pulse survey  
Digital tools training 30%  
IDC (International Data Corporation)  
Work-life  
initiatives  
balance  
5
50%  
Corporate Executive Board (CEB)  
Table 4: Employee Perspectives on Digital Detox  
S.No  
Criteria  
Agreement  
(%)  
Source  
Digital detox improves  
mental health  
1
2
3
4
5
85%  
80%  
75%  
70%  
90%  
Virgin Pulse survey  
Digital detox improves  
work-life balance  
Gallup's State of the American  
Workplace report  
Digital detox increases  
productivity  
University of California, Irvine  
Boston Consulting Group  
Support for no after-hours  
email policies  
Encouragement for flexible  
work arrangements  
SHRM (Society for Human Resource  
Management)  
1. Impact of Digital Overload: Stress and Burnout: Sixty percent of workers express burnout, and a large  
percentage (75%) experience stress as a result of their continual connectivity. This emphasizes the detrimental  
effects of digital overload on the mind.  
Work-Life Imbalance: The strain of being digitally linked seems to be challenging the boundaries between work  
and personal life, as evidenced by the data that 65% of employees convey feeling that their jo and personal lives  
are not balanced.  
Decreased Productivity: It's interesting to note that 45% of workers said they were less productive, most likely  
as a result of mental strain from multitasking and continuous notifications.  
2. Digital detoxification's advantages for wellbeing and stress reduction The effectiveness of digital detox  
techniques in improving mental health is demonstrated by the 42% reduction in stress levels and the 34%  
improvement in overall well-being.  
Productivity and Focus: Detox techniques appear to boost employee morale and performance, as evidenced by  
a 28% increase in focus and a 22% increase in job satisfaction.  
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3. Talent Management Strategies' Effectiveness:  
Adaptable Work Schedules: According to 70% of respondents, flexible work arrangements are the most efficient  
way to deal with digital overload.  
Work-Life Balance Initiatives: These programs are seen to be a good way to boost employee happiness and  
lessen digital stress because they are 50% successful.  
No Email Policies After Hours: Even while just 25% of workers believe these policies are useful, they might be  
more successful when combined with other tactics.  
4. Views of Employees on Digital Detox:  
Strong Adoption of Digital Detox: Most people concur that a digital detox enhances productivity (75%), work-  
life balance (80%), and mental wellness (85%).  
Adaptable Work Schedules: The need to modify business procedures to lessen digital stress is further supported  
by a strong preference (90%) for flexibility.  
The graphical representation of above table is provided below:  
Figure.1  
Figure.2  
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Figure.3  
Figure.4  
Figure.5  
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Figure.6  
Figure.7  
Figure.8  
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Bibliometric Analysis  
Selection of Databases and Search Strategy:  
A comprehensive search conducted across academic databases i.e Scopus - Keywords and search terms include  
variations of "Digital Detox," "Digital Detox and Well-Being," and related terms.  
Inclusion and Exclusion Criteria:  
Only peer-reviewed journal articles, conference papers, and scholarly books published in English included.  
Publications must focus on the intersection of behavioral finance, behavioral accounting, and financial  
sustainability, addressing relevant concepts, theories, or empirical studies.  
Exclusion criteria include non-academic sources, opinion pieces, and publications not directly related to the  
research topic.  
Data Collection:  
Relevant publications identified through the initial database search imported into reference management  
software for organization and deduplication.  
Data extraction involve recording key bibliographic information, such as authors, publication year,  
journal/conference title, and abstract.  
Additional metadata, such as citation counts and journal impact factors, collected to assess the influence and  
relevance of each publication.  
Analysis Methods:  
Bibliometric analysis techniques employed to quantitatively analyze the collected data and identify trends,  
patterns, and relationships within the literature.  
Citation analysis conducted to identify key authors, influential papers, and citation networks within the field.  
Co-word analysis and co-citation analysis used to explore the thematic connections and intellectual structure of  
the literature.  
Visualization tools, such as VOSviewer or CiteSpace, utilized to visually represent bibliometric data and  
facilitate interpretation.  
Building on the bibliometric analysis, this section explores foundational research, key trends, and thematic  
evolution to provide a comprehensive overview of the digital detox literature:  
1.Foundational Research  
Over time, the idea of a "digital detox" has changed dramatically. Boswell and Olson-Buchanan's 2007 seminal  
study presented the difficulties of perpetual digital connectivity and how it affects work-life balance. Derks et  
al. (2014) also emphasised the psychological repercussions of using a smartphone excessively for work. The  
foundation for comprehending digital overload and its effects on worker well-being was established by these  
early studies.  
2. Key Trends in Digital Detox Literature  
Current patterns show that organizational-level interventions—rather than individual acts—are becoming more  
and more important. Radtke et al. (2021), for example, examined digital detoxification as a tactical approach to  
reducing stress and enhancing productivity. According to Juchnowicz and Kinowska (2021), the COVID-19  
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pandemic made digital tiredness even worse. They highlighted the necessity of updated digital regulations in  
distant work environments.  
3. Thematic Evolution  
Research on digital detox is becoming more interdisciplinary, involving technology studies, psychology, and  
HR management, according to bibliometric study. 'Technostress' (Karr-Wisniewski & Lu, 2010), 'telepressure'  
(Barber & Santuzzi, 2019), and 'digital well-being' (Teepe et al., 2023) are emerging issues. According to citation  
analysis, Reinke & Chamorro-Premuzic (2014) and Radtke et al. (2021) had a significant impact on the  
conversation about the relationship between digital activities and mental health.  
The number of publications on digital detox has increased dramatically since 2020, indicating its increasing  
importance in the post-pandemic workplace. Co-authorship trends show growing cross-disciplinary and cross-  
geographic collaboration, highlighting the interest in tackling digital overload on a worldwide scale.  
Figure 9  
Figure 9 shows the publication trends in digital detox literature from 2015 to 2024, highlighting a significant  
increase in research output, particularly post-2020. This surge reflects the growing academic interest in digital  
detox as a crucial component of employee well-being, especially in the wake of increased digital fatigue during  
the COVID-19 pandemic.  
Digital Detox and well being  
CoAuthorship and Authors  
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Co-authorship and Countries  
Co-occureence and All keywords  
1. Publication Trends:  
o
Total 5 Documents were avalaible that involves terms like digital detox and employee well being. The  
dataset spans from 2020 to 2024, with a concentration of publications in 2024 (3 out of 5 entries).  
o
These recent studies suggest that digital detox and well-being are increasingly relevant research areas.  
2. Citation Impact:  
Total citations: 60, averaging 12 citations per publication, indicating moderate impact within the field.  
3. Document Types:  
o
o
The publications are distributed across different types: book chapters (2), an article (1), a book (1), and a  
review (1). This variety highlights both academic and practical interest in digital detox.  
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4. Open Access:  
o
Only one publication is openly accessible ("All Open Access; Green Open Access"), while others are not  
explicitly open access, limiting some readers’ access.  
5. Keywords and Themes:  
o
Author Keywords: Topics like "digital detox apps," "problematic smartphone use," and "social networking  
sites" indicate a focus on technology's impact on well-being.  
o
Index Keywords: Themes such as "social media," "screen time," "psychological well-being," and "internet  
addiction" suggest broad interest in digital detox's psychological and social aspects.  
Digital Detox  
Co-authorship and Author  
Co-authorship and Countries  
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Co-occurence and All keywords  
1. Publication Trends:  
o
49 documents were available having title Digital Detox in their paper. Publications occurred consistently  
over the years, with a mean of about 6 publications per year. The years with the highest activity had up to 14  
publications, indicating periods of increased interest in the topic.  
2. Citation Distribution:  
o
The dataset has a wide range of citations, with counts from 0 to 182. The median citation count is 3, indicating  
that half of the publications were cited three or fewer times, while a few highly cited works drive up the  
average to about 16.6.  
Next, let's analyze the authorship and keyword patterns to understand collaboration and thematic focus in these  
publications.  
The authorship and keyword analysis reveals:  
1. Authorship:  
o
The dataset includes 110 unique authors, indicating a diverse range of contributors.  
2. Top Keywords:  
o
The most common keywords are "Digital detox" (appearing 20 times, with variations in capitalization),  
"technostress," and "Digital addiction," suggesting a strong focus on themes of digital well-being, addiction,  
and stress from technology usage.  
FINDINGS, CONCLUSION AND SUGGESTIONS  
Findings  
Based on the analysis of secondary data, the study revealed several important findings:  
Impact of Digital Overload  
Figure 1 provides a visual representation of stress levels across employees, highlighting the prevalence  
of digital overload and its impact on productivity, well-being, and work-life balance  
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High Stress Levels: Approximately 75% of employees experience stress due to constant connectivity.  
Figure 1 and Figure 8 shows this impact.  
Burnout: Around 60% of employees report burnout related to digital overload.  
Decreased Productivity: 45% of employees indicate a decline in productivity due to digital distractions.  
Work-life Imbalance: 65% of employees struggle with maintaining a work-life balance due to digital  
overload.  
Benefits of Digital Detox  
Figure 2 illustrates the significant improvements in employee well-being achieved through digital detox  
practices, emphasizing reductions in stress and enhancements in focus and overall satisfaction.  
Stress Reduction: Digital detox practices lead to a 42% reduction in stress levels. Figure 2 illustrates this  
reduction.  
Improved Focus and Well-being: Employees report a 28% improvement in focus and a 34% enhancement  
in overall well-being. Figures 2 and Figure 7 illustrate these improvements.  
Increased Job Satisfaction: Job satisfaction increases by 22% among employees practicing digital detox.  
Effectiveness of Talent Management Strategies  
Figure 6 highlights the comparative effectiveness of different talent management strategies, showcasing  
the success rates of approaches such as flexible work schedules and digital detox days.  
No After-hours Email Policies: These policies are 25% effective in reducing digital overload. Figure 3  
and Figure 6 illustrates this effectiveness.  
Flexible Work Schedules: This strategy is 70% effective, making it the most successful, shows the  
effectiveness of flexible work schedules.  
Digital Detox Days and Training: Both strategies show 30% effectiveness in managing digital overload.  
Employee Perspectives  
Mental Health Improvement: 85% of employees agree that digital detox improves mental health.  
Figure 4 and Figure 5 shows employee perspectives on mental health improvement.  
Work-life Balance: 80% report improvements in work-life balance.  
Support for Flexible Work: 90% support flexible work schedules as a strategy to manage digital  
overload.  
Challenges and Barriers to Digital Detox practices  
While the benefits of digital detox are well-documented, implementing these strategies is not without challenges.  
Resistance from management often emerges as a significant barrier, particularly in organizations with rigid work  
cultures or leadership that prioritizes constant availability. Leaders may perceive digital detox initiatives as  
detrimental to productivity, fearing a loss of control or reduced responsiveness in time-sensitive industries.  
Logistical difficulties also complicate implementation, especially in global teams operating across multiple time  
zones. For instance, no-after-hours email policies may conflict with the operational needs of international  
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collaborations, where team members in different regions rely on continuous communication. These logistical  
challenges require tailored approaches, such as staggered work hours or region-specific policies.  
Maintaining productivity while encouraging digital detox poses another challenge. Employees may struggle to  
adapt to reduced digital engagement, particularly in roles that heavily rely on technology. Organizations must  
strike a balance by incorporating training on effective digital usage and fostering a culture that prioritizes well-  
being without compromising efficiency.  
By addressing these challenges proactively—through leadership training, flexible policy design, and ongoing  
evaluation—organizations can overcome barriers to successfully integrate digital detox strategies, creating a  
healthier and more sustainable work environment.  
Cultural Considerations in Digital Detox Practices  
Taking cultural differences in digital interaction and work ethics into consideration is a crucial difficulty when  
putting digital detoxification measures into practice. For instance, collectivist societies like South Korea and  
Japan place a strong emphasis on group unity and frequently put the needs of the team before those of the  
individual. It could be more difficult to establish practices like no-email policies because of this cultural norm.  
On the other hand, individualist cultures that prioritise work-life balance, such as those in the US and the Nordic  
nations, are more receptive to flexible scheduling and days off from technology.  
Furthermore, hierarchical workplaces in nations like China and India can encourage an unspoken assumption  
that workers will continue to use technology after hours. In contrast, Scandinavian countries have flat  
organisational structures that empower people to prioritise their well-being and set personal boundaries.  
Organisations should undertake digital detox in a culturally sensitive manner to get over these obstacles. The  
acceptance and efficacy of solutions can be increased by modifying them to conform to culture norms, such as  
encouraging leadership buy-in in hierarchical contexts or framing digital detoxification as a group benefit in  
collectivist civilisations. Organisations can develop more inclusive and globally relevant strategies by taking  
cultural considerations into account.  
CONCLUSION  
This study has demonstrated the significant negative impacts of digital overload on worker wellbeing and the  
effectiveness of talent management techniques and digital detoxification techniques in reducing these effects.  
The results show that 60% of workers express burnout and that 75% of workers report significant levels of stress  
as a result of constant digital connectivity. Employee well-being is significantly improved in a number of areas  
when digital detox methods are used. Stress decreases by 42%, concentration and output increase by 28%, and  
general well-being, encompassing both physical and mental health, improves by 34%. Effective talent  
management strategies play a crucial role in addressing digital overload. No after-hours email policies reduce  
digital overload by 25%, while flexible work schedules emerge as the most successful strategy, with a 70%  
effectiveness rate. Digital detox days and training programs also contribute positively, showing a 30%  
effectiveness in managing digital overload.This study is essential as it provides actionable insights into the  
benefits of digital detox and the implementation of effective talent management strategies, helping organizations  
foster a healthier and more productive workforce.  
Bibliometric analysis The dataset indicates a growing body of work examining digital detox's role in improving  
well-being, especially among young adults and those affected by problematic technology use. The moderate  
citation impact suggests this area is emerging, with potential for further research as technology usage patterns  
evolve. To conclude, this dataset shows a growing interest in digital detox and related themes, with contributions  
from a large author base and varied citation impact. The high variance in citations suggests some foundational  
works are more recognized than others. This analysis can support further research on thematic trends and  
influence in digital detox studies.  
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ISSN No. 2321-2705 | DOI: 10.51244/IJRSI |Volume XII Issue X October 2025  
Suggestions  
Based on the study's findings, the following suggestions are made to address digital overload and enhance  
employee well-being:  
Implement No After-hours Email Policies  
Restrict work-related communication outside of office hours to enable employees to disconnect and  
recharge.For example: Companies like Volkswagen have implemented policies that shut down email servers  
after work hours, leading to reduced stress and better work-life balance for their employees.  
Adopt Flexible Work Schedules  
Offer flexible work hours and remote work options to accommodate employees' personal needs and  
preferences.For example: Microsoft allows employees to choose their work hours and work remotely, which has  
significantly improved employee satisfaction and productivity.  
Introduce Digital Detox Days  
Designate specific days or periods where employees are encouraged to unplug from digital devices.For example:  
Companies like SAP have introduced digital detox days where employees are encouraged to avoid emails and  
focus on face-to-face interactions, leading to improved mental health and team cohesion.  
Provide Training on Digital Detox Techniques  
Provide training courses that inform employees on the significance of digital detox and provide practical  
techniques to manage digital overload.For example:Google provides mindfulness and digital well-being training  
programs to help employees manage their digital habits and reduce stress.  
Create a Supportive Culture for Digital Detox  
Foster a workplace culture that supports and encourages digital detox practices, promoting in general well-being  
of employees.For exaple:Buffer has created a society that prioritizes employee well-being, offering flexible  
schedules, encouraging time off, and promoting digital detox, resulting in higher employee morale and lower  
burnout rates.  
Industry-Specific Recommendatons  
To increase their applicability, digital detoxification techniques must be customised to industry-specific  
requirements. Adaptable work schedules and thoughtful digital practices can lessen the stress related with  
persistent connectivity in the IT industry. Digital detox days and offline team-building exercises help healthcare  
workers refuel in high-stress situations. Policies restricting contact after hours and implementing tech-free days  
can enhance focus and work-life balance in the classroom. While manufacturing can adopt work-life balance  
initiatives and flexible schedules to promote general well-being, the retail and hospitality industries can  
incorporate offline breaks into wellness programs to lessen burnout. These focused methods guarantee the  
effective implementation of digital detoxification techniques in a range of organisational settings.  
Implementing these suggestions can significantly reduce digital overload, enhance employee well-being, and  
create a more productive and satisfied workforce.  
Funding Declaration: The authors affirm that no agency or organisation provided finacial assistance for this  
research.  
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INTERNATIONAL JOURNAL OF RESEARCH AND SCIENTIFIC INNOVATION (IJRSI)  
ISSN No. 2321-2705 | DOI: 10.51244/IJRSI |Volume XII Issue X October 2025  
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