Addressing the Burnout, Loneliness, and Indifference Associated with Remote Work SPONSOR CONTENT FROM JLL

Use that time to prepare and eat lunch or a snack, run an errand, or just go outside and play fetch with the dog. Just make sure that you stick to your break schedule as closely as possible. 1 in 3 employees would not want to work for a company that required them to work from the office full time. Workplace burnout costs companies $190 billion in healthcare expenses annually, according to a study by Stanford. Coming to a conclusion, that’s everything you need to know about remote work burnout and how you can prevent it.

With burnout running rampant among remote workers, you might be wondering if the logical solution is to simply head back to the office. This was a study of 1,153 employees, 52% of whom worked remotely about half the week. Pre-2020 there was a certain cadence to the week in offices, and a defined line between your “work” place and your “home” place. Those lines blurred for millions this year, and remote work burnout became normative. Burnout destroys productivity, creativity and mental health — not to mention staff retention. Companies that say “This is our model” while drawing a line in the sand will inevitably backpedal. But companies that say “We are going to learn as we go, based on our mission and values” are more likely to succeed.

How can HR and Management Help with Employee Burnout?

Employee Engagement Create a culture that ensures employees are involved, enthusiastic and highly productive in their work and workplace. Moreover, for working at home and collaborating with others, there’s an unhealthy expectation that once you start your workday in your home office chair, you’ll work continuously while sitting there .

• In 2001 the UK Health and Safety Executive implemented a 10-year plan to reduce employee stress.
• This can happen for various reasons, including high levels of stress, larger workloads, or a lack of interpersonal connection with superiors and colleagues.
• At the time, the stress caused him to get “really short and snap.”
• In 2020, COVID threw a truckload of fuel on the remote work fire, leading to an unprecedented spike in remote workers.
• As of September, nearly 40% of full-time employees were working entirely from home (vs. 4% pre-COVID) and under very different circumstances than pre-pandemic remote workers.
• 38% of employees suffer remote work burnout because they feel pressured by management to work more hours .

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The vast majority of remote employees would recommend remote work to others

This lets you ask specific questions about how employees are handling their workload, what challenges they’re facing and how you can help make their work from home experience a positive one. Aside from the obvious moral and ethical obligations employers have to pay attention to their team’s well-being, there are also some very practical reasons to keep track of employee burnout. Most people suspect it’s overtime, but that’s only part of the problem. For employers, it might seem like remote work burnout there’s not much you can do for employees stressed out by the pandemic beyond providing a steady paycheck, benefits and an employee assistance program. The percentage of full-time employees experience burnout at work always or very often has increase among those who work fully from home, from 18% pre-COVID-19 to 29% during COVID-19. Among those who work from home part of the time, it decreased from 27% to 25%. Among those who do not work from home, it decreased from 30% to 26%.

• Learn why employees should participate in wellness programs and how to avoid the wellness program plateau using a few simple tricks.
• This isn’t a problem for everyone, but a substantial percent of remote workers struggle with it.
• Due to the pandemic, remote working has mostly meant working from home, and this has no doubt put a mental toll on employees.
• Not every job industry will have the same amount of burnout.

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General Remote Work Burnout Statistics

This leads to loneliness and concerns that their contributions to the team aren’t recognized or valued — leading to work from home burnout. The balancing act for managers trying to figure out how to lead their team through the pandemic lies in focusing on performance outcomes while supporting workers’ engagement and wellbeing. Being forced home, practically overnight, created challenges in how people work because they didn’t have enough time to prepare. In many organizations, employees were told to grab what they could from their office and head home, not knowing how long they would be there. Some businesses had to acquire laptops and home office resources that they’d never considered providing before. As of September, nearly 40% of full-time employees were working entirely from home (vs. 4% pre-COVID) and under very different circumstances than pre-pandemic remote workers. Develop policies and norms around response times for different channels of communication and clarify the work-life boundaries for your employees.

• Women are more likely to suffer from workplace burnout than men .
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• Now, working entirely from home during the pandemic might feel more like being “trapped at home” instead of a perk.
• You can get the vast majority of what you usually do in an hour-long meeting done in 50 minutes.
• When you work remotely and a problem arises, you’re alone in the isolation of your home office to cope with the impact and find a solution.
• Block an hour on your calendar every morning for an “inspiration session” where you work on what you love most completely uninterrupted.

Staff who are experiencing burnout are 63% more likely to take a sick day, and according to a Stanford Study that will cost the US companies $190 billion in healthcare expenses. Remote work burnout is when workers are tired, stressed, and no longer invested in or passionate about their work. This can happen for various reasons, including high levels of stress, larger workloads, or a lack of interpersonal connection with superiors and colleagues.