In an always-on world, true leadership means modelling balance – because performance without boundaries is just burnout in disguise

CREDIT: This is an edited version of an article that originally appeared in The HR Director

As the line between work and life disappears, leaders face a growing challenge: how to sustain performance without pushing people to their breaking point. In the post-Zoom era, digital fatigue is real, and it’s reshaping how employees define success – and sanity. According to a 2024 Gallup report, nearly 80% of remote and hybrid workers check messages outside work hours every week. Gen Z workers, in particular, report guilt when they aren’t constantly online. This isn’t just a tech problem, it’s a cultural one. And the responsibility to fix it starts at the top.

Culture Change Doesn’t Start with Policy

Telling people it’s okay to disconnect means nothing if leadership doesn’t live that message. A manager who posts about work-life balance at 5 p.m. but stays online until midnight sends a louder signal than any policy ever could. Employees don’t just follow the rules, they follow the behaviour they see. Boundary-setting is a mindset. The most effective leaders check in on emotional bandwidth, not just productivity. They weave anti-burnout practices into daily rhythms. They don’t just say “log off when you’re done” – they actually do it themselves. Culture isn’t enforced; it’s modelled.

Clarity Is the New Productivity

Gallup also found that only 44% of employees clearly understand what’s expected of them at work. That’s more than a communication issue – it’s a performance drain. When roles are vague, people either overcompensate or disengage. Both lead to burnout. Clear expectations should be defined early, refined frequently and delivered with context. When people know what success looks like, they’re more confident. And confident people are better equipped to set boundaries, manage energy and perform sustainably.

It’s Not the Tools – It’s the Norms Around Them

Productivity tools were designed to make work easier. Instead, many now make it endless. In 2024, Asana reported that nearly 70% of workers feel overwhelmed by the sheer number of communication platforms – and it’s costing them the ability to disconnect.

But the solution isn’t to eliminate tools. It’s to shift how we use them. Don’t ban Slack or Zoom, instead redefine their purpose. Set norms around after-hours communication. Respect Do Not Disturb settings. Use asynchronous updates instead of always demanding real-time responses. And most importantly, normalise true disconnection. Real time off should mean full disconnection, not half-presence with one eye on notifications.

Leadership Sets the Pace

You can’t build a healthy culture through rules. You lead one by setting the tone, showing the way and staying consistent. When leaders take breaks, respect working hours and protect their team’s time, it creates psychological permission for others to do the same.

The most powerful leadership today is not louder, faster, or always-on. It’s thoughtful, intentional and human. It means knowing when to push and when to pause. When care and ambition coexist, high performance doesn’t require burnout as the price.

The competitive edge in 2025 won’t belong to those who never unplug. It will belong to the leaders who understand that sustainable excellence is built on rhythm, not relentlessness.