You no longer have to deal with co-workers “dropping by your desk to ask a question” or navigating out of lingering conversations in the hallway after a meeting ends. This isn’t simply an emotional response; the chronic stress that results in burnout actually changes the anatomy and functioning of the brain. These changes overwhelm one’s cognitive skill (ability to think, learn, reason and pay attention) and neuroendocrine systems (which releases serotonin and adrenaline). Living in a heightened state of stress spark our brains to switch into “survival mode,” impairing ambition and responsibility. Next, consider skipping the jammie workdays and put on a nice blouse; data shows that what you wear actually changes the way you think and improves your abstract thinking capabilities. Instead of driving into the office, go for a walk outside while you listen to the podcast or new station you’d typically enjoy while driving to work.

remote work burnout

The remote work experiences in terms of cognitive and affective processes (Robinson et al., 2021) influenced job performance and employee wellbeing, thereby persuading organizational behavior. Physical and emotional load, psychological fatigue, emotional pressures, and excessive workloads brought about increased professional burnout. Demands and resources had to be balanced across organizations to diminish emotional exhaustion, professional discomfort, and job burnout while optimizing motivational processes, work performance, and psychological wellbeing.

How leaders can prevent burnout on remote teams

Most people lie somewhere in between these extremes but will prefer one. Now, this can be tough, because you may also feel anxious because of the changes in your working life. The first thing you need to do is protect your employees from your own anxiety.

  • Resourceful and resilient organizations (Privara, 2022) operating remotely improved mental wellbeing and job satisfaction (Nemţeanu and Dabija, 2023), further optimizing employee financial security and reducing layoffs.
  • Poor social connections and organizational commitment, increased job demands, and workplace loneliness affected employee health and wellbeing, negatively affecting job satisfaction and productivity.
  • Let your team know it’s ok to turn off video for meetings, to use the Do Not Disturb feature on communication platforms like Slack, or to schedule breaks and walks.
  • Stanford researchers recently found that employees are also experiencing “Zoom Fatigue,” and developed a quick tool to see if you or your team members might have it.

Part of this is the fact that it’s easier to blur the boundaries between work and home life. In a traditional workplace, there’s a clear separation between work and home — you drive to an office, work until it’s time to clock out, and come home to your remote working fatigue personal life. There is a powerful link between social support in the workplace and reduced levels of burnout among employees. According to a UK study, the most important factor in workplace happiness is positive social relationships with co-workers.

Help Your Team Beat WFH Burnout

Remote work burnout can affect anyone, regardless of their job or experience level. One of the most important things you can do to avoid burnout is to take periodic breaks throughout each day. As best you can, work to plan out each day’s schedule, setting aside designated periods for breaks – just as you would if you were working on-site. 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. With the right boundaries in place, remote work burnout is preventable.

  • Sometimes, the impetus for a second job is the state of the economy.
  • Without face-to-face communication, many miss having a sense of shared purpose and are more indifferent to their employers.
  • The primary difference is that you will communicate with them over Zoom or telephone rather than face to face.
  • Their cutting-edge cloud-based platform has revolutionized our workforce and hiring procedures, enabling us to enhance efficiency and effectiveness in managing everything.
  • The more respectful you are of your team members’ time restrictions or availability, the more you can work around their schedule and prevent them from running on overtime.
  • In a very helpful article in the Harvard Business Review (Larson et al., 2020), Barbara Larson and colleagues emphasised the importance of establishing scheduled, structured daily check-in meetings for managing remote teams.

Block an hour on your calendar every morning for an “inspiration session” where you work on what you love most completely uninterrupted. I was instantly impressed with the UI/UX of the RemotePass platform, it is incredibly user-friendly and the feedback I have received from the remote workers has been excellent. Having supplied contract and remote staff to clients in the Middle East for several years, I have been used to a very manual and labor-heavy process when it comes to payroll and compliance. After one demonstration from the team at RemotePass I switched from using an existing supplier, as I get better value and service using this platform. Read this article to learn about the causes, signs, and strategies to overcome remote work burnout and maintain well-being. If you are struggling with remote work and its effect on employee burnout, you are not alone.

Carve time out for self-care

Let’s go over some of the main remote work burnout statistics to take into consideration for 2024. It’s not unusual to be experiencing symptoms of work-from-home burnout. With never-ending “to do” lists running through your mind, you may feel like you’re not making a dent in your professional or domestic responsibilities.

That means you need to create a culture of wellbeing and work-life balance—and pay special attention to your team—to avoid employees experiencing burnout. Though critical to surviving the crisis, these measures are taking a toll on employees, particularly women, people of color, and those with caregiving responsibilities. Indeed, burnout — defined as “chronic workplace stress that has not been successfully managed” — is at an all-time high. While COVID-19 has now become more manageable, thanks to vaccines, we are still dealing with the stress of the after-effects of the pandemic. The experience of working through a global pandemic still contributes to burnout, especially for those workers who didn’t take adequate time off or neglected to focus on mental health.

An extrovert loves giving a presentation because it gives them energy. An introvert can give a similarly good presentation, but will feel anxious during the presentation and drained afterwards. The optimal solution that incorporates the benefits of improved productivity and the benefits of social interaction and structure is a hybrid model, with people working from home part of the time with a day or two in the office. In this chapter, I explore how remote working can contribute to burnout.

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