It’s no secret that the ability to work remotely is popular among employees. With a greater opportunity to improve their work-life balance, many employees are determined to only work for companies that provide flexible work options. When offered, 87% of workers embrace remote/hybrid opportunities, and 76% of employees would either be open to a new job or actively search for one if flexible work policies were unavailable. Of course, employers have been seeing benefits as well, with one survey finding that 40% of employees feel more productive at their jobs when working remotely. Despite coming with so many perks, remote work is not immune to carrying disadvantages. Just like in-office employees, remote workers still risk facing burnout, but the warning signs are not always visible.
While some employees work late every once in a while, constantly working long hours is the red flag managers should look for. Are they logged into work after hours for multiple days out of the week? Do they send chats or emails late into the night? This constant state of availability is a sign that your employees may be experiencing anxiety regarding their productivity levels, and they’ve sacrificed their work-life boundaries in response. The best way to respond to this behavior is to try and address the root of the anxiety. Hold check-ins with employees who frequently work overtime to determine if they are carrying too heavy a workload. Make adjustments where needed, but also make a point to endorse boundaries. Remote employees who work after hours may feel like they are not allowed to be unavailable, even after the normal workday has ended. Reassure them that there are no repercussions for being unavailable when work is complete, and that it is actually encouraged for remote employees to unplug and recharge before the next workday, which helps ensure both employee satisfaction and productivity.
When employees work remotely, they are in a position that requires them to act as their own leader in many aspects. They must set and delegate their daily tasks as they navigate new information from sporadic digital communications. What may be normal to experience in the office becomes more difficult at home where numerous distractions are clawing for employees’ attention. While working from home, employees must exercise an extra level of self-discipline to refocus on work, especially since distractions can range from simple tasks to major life obligations unrelated to work. With employees who are fatigued from self-management, leaders might notice a decrease in the quality of their work. In these cases, it’s best to take a closer look at the type of work these employees are spending most of their time on. Is the work meaningful to the employees, or are they monotonous and repetitive tasks? Can these tasks be streamlined more efficiently to allow employees more time to work on complex tasks? When employees manage their time to focus on work that is energizing for them, they will have an easier time remaining focused even when surrounded by potential distractions. Leaders should also consider providing these remote workers with professional development opportunities to further engage them in ways that feel purposeful.
For companies prioritizing employee wellbeing, it’s imperative to acknowledge when team members are overworked. When managing remote workers in particular, leaders must be well-versed in the different ways burnout can manifest. Since these employees are not in the office, leaders will have to take a closer look at employee behavior to determine if they are at risk of experiencing burnout. If done successfully, leaders can then develop a strategy to combat burnout and continue to reap the benefits that come along with managing remote workers who feel both engaged and fulfilled through their work.
