The Remote Workforce Burnout Epidemic: How Employers Can Help
The rapid shift to remote work over the past few years has provided flexibility and other benefits for many employees, but it has also led to a troubling trend: epidemic levels of burnout.
Studies show that burnout—characterized by exhaustion, cynicism about work, and feelings of inefficacy—has increased across industries, with over half of employees now reporting feeling burnt out.
This epidemic threatens productivity and retention. Fortunately, with careful planning and support, employers can take steps to relieve pandemic- era stresses and foster healthier work-life integration for remote staff.
Create a Dedicated Workspace, Encourage Varied Environments
Working where you live can make it difficult to "leave the office." Experts say remote employees should have a dedicated workspace at home, separated from living areas. Employers can help by providing setup funds or office equipment.
But while home offices improve productivity, confinement there threatens mental health. Isolation and lack of variation in the environment contribute to burnout.
Forward-thinking companies encourage employees to incorporate new settings, taking calls from a café or coworking space. Outdoor walking meetings boost energy and creativity. Stipends help remote workers afford the occasional desk rental or coffee shop work session.
The Social Connection Imperative
Humans are wired for in-person community; without it, remote workers report feeling disconnection and loneliness. Combined with home isolation, lack of socialization heightens the risk of burnout.
Smart remote employers integrate virtual social activities into company culture, both during and outside working hours. These provide valuable connection, whether through games and contests, optional hobby-based groups, or informal chat sessions enabling coworkers to catch up.
Monthly virtual lunches, cook-alongs, or “coffee breaks” give remote staff much-needed social contact. Managers sometimes organize video happy hours or bingo nights. During festive times of the year, companies host celebrations like virtual costume contests or cookie exchanges.
The possibilities for remote social gatherings are endless—the key is making participation optional while fostering inclusiveness and fun. These moments of levity relieve stress while forming the bonds that sustain a strong remote company culture.
Flexible Scheduling and Work Strategies Prevent Overload
Alongside social isolation, a top driver of remote employee burnout is poor work-life balance. Without commute time forcing start and end times, remote workdays tend to bleed into nights and weekends.
Forward-thinking employers implement flexible scheduling, allowing workers more autonomy over when they complete core hours. This helps parents, those with caretaking responsibilities, and employees seeking work-life balance.
Other helpful strategies aim to smooth unreasonable workload spikes throughout the year. For example, clearly communicating priority projects and which teams own them prevents employees from overcommitting in an effort to support company goals. Ongoing check-ins help managers distribute responsibilities fairly across reports.
When remote employees can work during times that make sense for their lives, attend family events, or schedule a midday yoga class, burnout risk is reduced.
Unique Partnerships Expand Access to Mental Health Care
Experts emphasize that strong mental health coverage is essential, but traditional health plans may not meet all needs. Forward-thinking employers are getting creative, forging partnerships with services providing counseling via phone, video chat, text and more.
One popular option is BetterHelp, which connects users with licensed therapists for virtual sessions. Online counseling eliminates barriers like transportation and wait times. And because Better- Help counselors don't report back to employers, users feel free to discuss confidential concerns.
Other specialty services support those struggling with addiction, eating disorders, infertility and other significant sources of distress. Crucially, these innovative solutions are accessible to all employees and family members.
Employers further enable access through tax-advantaged savings accounts. About 80 percent of U.S. companies offer Health Savings Accounts or Flexible Spending Accounts, through which employees can pay for counseling and other qualified care using pre-tax dollars.
Educate Employees to Maximize Benefit Utilization
Surprisingly, employers report that even when robust wellbeing programs exist, employees often misunderstand or underutilize them. For example, only around 30 percent of account holders submit qualified expenses for reimbursement through Flexible Spending and Health Savings Accounts each year.
Ongoing education helps remote employees take full advantage of mental health and work-life balance benefits offered. Creative promotion ideas include monthly “Lunch and Learn” sessions explaining how accounts reimburse exercise costs, meditation apps, marriage counseling, and more.
Email campaigns feature quick facts on using telehealth services or available Employee Assistance Programs. Benefits guides and access instructions should be kept updated and highly visible on intranet sites.
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