Recognizing burnout triggers in remote and hybrid work environments
Emails, messages, and virtual meetings can intrude into personal time, making it challenging for employees to unplug and unwind. This constant connectivity may lead to feelings of being "always on," resulting in increased stress and anxiety.
The absence of physical work boundaries and the pressure to be continuously available can contribute to burnout. Identifying these factors is the first step in addressing the burnout issue and developing strategies to help employees find balance and well-being in the world of remote and hybrid work.
Key features of hybrid and remote work that may contribute to employee burnout include:
- Constant сonnectivity
Remote work environments often require employees to remain digitally connected for long periods of time. While this provides flexibility, this constant connection can lead to a feeling of being tied to work as there is always the temptation to check emails or messages even outside of work hours. Over time, this can lead to a feeling of being unable to completely disconnect from work-related stressors.
- Always-on culture
In a world of remote and hybrid work, employees are sometimes expected to be “always on.” This means that employees may feel obligated to respond to work-related messages or complete tasks at any time, including evenings and weekends. The need to be constantly available can increase stress levels and lead to feelings of burnout.
- Lack of boundaries
The physical separation of the office from home when working remotely can blur the line between work and personal life. This blurring of boundaries can make it difficult for employees to establish daily routines and maintain a healthy work-life balance. Without clear boundaries between work time and personal time, employees may find it more difficult to relax and recharge, ultimately contributing to burnout.
- Isolation
Remote workers in hybrid teams often feel isolated. Digital communication sometimes lacks the personality of face-to-face communication. Remote workers may miss the spontaneous, informal communication that occurs in a traditional office. A lack of social interaction can lead to feelings of loneliness and disconnection from the team, which contributes to burnout.
Recognizing and addressing these traits is critical to mitigating the effects of burnout during remote and hybrid work. But how do you understand that your employees are on the verge of burning out or have already burned out?
What is burnout
Burnout is a state of chronic physical and emotional exhaustion often accompanied by feelings of cynicism and detachment from work, as well as reduced professional performance. It results from prolonged and unmanaged exposure to work-related stressors.
Burnout is becoming increasingly prevalent in modern workplaces. In a global study conducted by the World Health Organization (WHO), it was found that over 20% of the global working population is affected by burnout. In today's environment, this is a serious problem not only for employees but also for employers and organizations worldwide.
While burnout can affect anyone, employers should pay special attention to employees more susceptible to it due to various factors. For example: employees in demanding or stressful jobs, such as healthcare workers, managers, and workers in technology industries, are more likely to experience burnout. Employees who work long hours, including those who work multiple jobs or are freelancers, are also at higher risk.
Additionally, people with limited autonomy in their roles may be more likely to experience burnout, and a negative workplace culture, including issues such as harassment and bullying, can cause a person to become withdrawn and even quit. Burnout can manifest through various physical, emotional, and behavioral symptoms. Recognizing these key indicators early is crucial for addressing and preventing burnout effectively. Here are the main symptoms to watch out for:
- chronic fatigue
- detachment
- reduced performance
- emotional distancing
- impaired concentration
- decreased job satisfaction
- sense of ineffectiveness
This highlights the need to take preventive measures to address and prevent this phenomenon in the workplace.
How to deal with burnout
Research indicates that burnout affects a significant portion of the workforce, with employees in high-pressure fields like healthcare, IT, and social work being particularly susceptible.
Neglected burnout can have a domino effect, adversely impacting not only individual employees but also the entire organization. When burnout goes unaddressed, it often leads to reduced productivity, increasing errors, and missed deadlines, which, in turn, damage the organization's bottom line. It can result in a higher turnover rate as employees seek more supportive environments, leading to recruitment and training costs. Unaddressed burnout may also escalate to more serious health issues, including mental health problems like depression and anxiety, and even physical health problems such as heart disease. Additionally, it fosters a negative work culture, causing employee disengagement, low morale, and decreased collaboration. Thus, addressing burnout isn't just about individual well-being; it's a strategic imperative for maintaining a thriving, efficient, and innovative workforce.
- Flexible work arrangements
Flexible work arrangements allow employees to balance their professional and personal lives effectively. These arrangements may include flextime, compressed workweeks, or remote work options. Flexibility empowers employees to structure their work in a way that best suits their needs. Utility: work-life balance, improved productivity, and enhanced retention. Plan of action:
- survey employees to understand their work arrangement preferences
- allow employees to choose work hours that suit them best while ensuring core hours for collaboration
- establish guidelines for remote work, providing tools and resources for seamless virtual collaboration
- periodically review and adjust flexible arrangements based on feedback and performance
- Mental health support
Prioritize employee well-being by providing mental health resources and support. Mental health support initiatives encompass various programs and resources aimed at promoting emotional well-being. This can include Employee Assistance Programs (EAPs), access to therapists, mental health workshops, and stress management training. Utility: emotional resilience, healthier workforce, reduced absenteeism. Plan of action:
- introduce mental health initiatives
- conduct workshops or seminars on stress management and mental health awareness
- encourage open dialogue on mental health issues and emphasize that seeking help is a sign of strength
- ensure employees are aware of and can easily access mental health resources
- Regular Check-Ins
Promote open communication through regular one-on-one meetings. These discussions can provide insights into an employee's mental and emotional state, helping employers identify burnout symptoms early and take proactive measures to address them. Utility: early intervention, individualized support, stronger employee-manager relationships. Plan of action:
- implement regular one-on-one check-ins with employees to discuss their well-being
- train managers to actively listen to employees and identify early signs of burnout
- collaboratively set realistic goals and expectations for employees, focusing on their growth and development
- after check-ins, managers should follow up on action items and provide ongoing support
- Workload management
Workload management focuses on ensuring that employees' tasks and responsibilities are reasonable, manageable, and aligned with their skills. It involves workload assessments, resource allocation, and setting realistic expectations. Utility: stress reduction, enhanced productivity, career growth. Plan of action:
- periodically evaluate the volume and complexity of work assigned to employees
- ensure employees have access to necessary resources and tools to complete tasks efficiently
- set clear, achievable goals and milestones for projects
- implement workload distribution strategies, considering individual strengths and areas for growth
What can be done to prevent burnout?
Recommendations from the HR of the Lagoteam – Tetiana Kyrnychanska
Burnout should not be equated with stress. Burnout is a longer and deeper exhaustion.
If your work is no longer enjoyable and you feel tired all the time, you probably just need a good rest. Don't neglect your health. Timely rest and self-care of your health are the main prevention of burnout. If you can't take a long holiday, take a short break.
It is important to really relax, warn your colleagues and clients that you are not in touch, turn off notifications, and try not to be distracted by work correspondence.
If the rest does not solve the problem, you should talk about your concerns with your supervisor or HR manager to reach a compromise or find a solution to your problems. Prioritize what is important now and what can be postponed.
Pay attention to what fills you with energy. The most universal and effective can be:
- Find support
- Concentrate on the positive.
- Try the relaxation techniques.
- Get Into Sport.
- Take care of your sleep.
- Practice self-care and attention
In order not to accumulate fatigue and stress, it is important to find something in each day that makes you happy. You can make a list in advance and refer to it when you feel tired.
Conclusion
Clearly, in the rapidly changing landscape of remote work, employee burnout is a major issue. This can impact not only the well-being of your employees but also productivity and ultimately the success of your company. The key is to remain vigilant, take initiative, and invest in strategies that will prevent burnout. Flexibility, mental health support, regular reviews, and a manageable workload form a comprehensive toolkit for employers. By implementing these strategies, you create a work environment where employees thrive and success naturally follows.