भारत में कार्य-जीवन संतुलन की नई दिशा: ‘राइट टू डिस्कनेक्ट’ पॉलिसी की बढ़ती मांग
दिल्ली: भारत में कामकाजी कर्मचारियों पर लगातार बने रहने के दबाव से तनाव और जलन की समस्या बढ़ रही है। इस चुनौती से निपटने के लिए ‘राइट टू डिस्कनेक्ट’ पॉलिसी का प्रस्ताव तेज़ी से लोकप्रिय हो रहा है। हाल ही में किए गए सर्वे के अनुसार, 79% भारतीय नियोक्ता इस पॉलिसी के क्रियान्वयन का समर्थन करते हैं। इस कदम को कर्मचारियों की मानसिक स्वास्थ्य समस्याओं के समाधान की दिशा में सकारात्मक रूप में देखा जा रहा है।
काम के बाद भी संपर्क से तनाव में इजाफा
सर्वेक्षण में पाया गया कि 88% भारतीय कर्मचारी कार्य के घंटों के बाद भी अपने नियोक्ताओं द्वारा संपर्क में रहते हैं। वहीं, 85% कर्मचारी इस संचार को बीमारी के अवकाश और सार्वजनिक छुट्टियों में भी जारी पाते हैं। कई कर्मचारियों (79%) को लगता है कि अगर वे इस संचार का जवाब नहीं देते, तो उनका प्रमोशन रुक सकता है, प्रतिष्ठा को नुकसान पहुंच सकता है, या परियोजना में रुकावट आ सकती है। ये आंकड़े बताते हैं कि भारत की प्रतिस्पर्धी अर्थव्यवस्था में काम और व्यक्तिगत जीवन के बीच सीमाएं धुंधली होती जा रही हैं।
पीढ़ियों के दृष्टिकोण में अंतर
काम के बाद संपर्क में रहने के मामले में पीढ़ीगत अंतर स्पष्ट है। बेबी बूमर्स (88%) को काम के बाद संपर्क में आने पर अपनी महत्ता का एहसास होता है। यह उनकी वफादारी और पारंपरिक कार्यनीति को दर्शाता है, जहां निरंतर उपलब्धता को समर्पण और विश्वसनीयता के प्रतीक के रूप में देखा जाता है।
दूसरी ओर, जेन ज़ी कर्मचारियों के विचार अलग हैं। 50% से अधिक जेन ज़ी काम के बाद संपर्क को उचित नहीं मानते और 63% जेन ज़ी ने कहा कि अगर उनके ‘राइट टू डिस्कनेक्ट’ का सम्मान नहीं किया गया, तो वे नौकरी छोड़ने पर विचार कर सकते हैं। यह पीढ़ी अपने मानसिक स्वास्थ्य और व्यक्तिगत जीवन को प्राथमिकता देती है और काम के लिए स्पष्ट सीमाओं की मांग करती है।
नियोक्ता भी संतुलन चाहते हैं
सर्वे में सामने आया कि 81% नियोक्ताओं को डर है कि अगर वे काम और जीवन के बीच संतुलन का सम्मान नहीं करेंगे, तो उन्हें प्रतिभाशाली कर्मचारियों को खोना पड़ सकता है। हालाँकि, कई नियोक्ता 66% इस चिंता में हैं कि अगर वे कर्मचारियों से काम के बाद संपर्क करना बंद करेंगे, तो उनकी उत्पादकता प्रभावित हो सकती है।
इसके बावजूद, अधिकांश नियोक्ता ‘राइट टू डिस्कनेक्ट’ का समर्थन करते हैं। 81% नियोक्ताओं ने उन कर्मचारियों को अतिरिक्त प्रोत्साहन राशि देने की बात कही, जो काम के बाद भी उपलब्ध रहते हैं, जिससे कर्मचारियों के समय की अहमियत को स्वीकारा जा सके।
वैश्विक दृष्टिकोण: एशिया-प्रशांत क्षेत्र के देशों में समानता (H3)
भारत की ही तरह, ऑस्ट्रेलिया और सिंगापुर में भी कर्मचारी काम के घंटों के बाद सक्रिय रहते हैं। ऑस्ट्रेलिया में 90% कर्मचारी और सिंगापुर में 93% कर्मचारी ऑफिस के घंटों के बाद भी काम करते हैं। हालांकि, ऑस्ट्रेलिया में केवल 47% नियोक्ता इस बात को लेकर चिंतित हैं कि इससे उनकी उत्पादकता प्रभावित होगी, जबकि सिंगापुर में 78% नियोक्ताओं को इस बात की चिंता है कि अगर काम के बाद संपर्क में कमी आई, तो उनके कार्यस्थल की क्षमता पर असर पड़ेगा।
काम के बाद आराम और मानसिक स्वास्थ्य की प्राथमिकता एक महत्वपूर्ण चर्चा का विषय बनती जा रही है। नियोक्ता जो इस बदलते दृष्टिकोण को समझेंगे और सम्मान देंगे, वे न सिर्फ अपनी प्रतिभाओं को बनाए रख पाएंगे, बल्कि एक संतुलित और उत्पादक कार्य संस्कृति भी विकसित करेंगे।
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