Is Working From Home Increasing Your Employees Burnout Risk?

It requires a different mindset – a distinct way of thinking about how you organise the work and how you manage all relationship issues that may arise. The problem is that in times of crisis and change our psychological scaffolding gets dismantled.

The coronavirus (COVID-19) outbreak has meant big life changes for us all, including adjusting to new ways of working. While some of us have returned to our normal workplace, many are still working from home or going through a phased return. Employers must also invest in their employees, whether that’s skills-building or even considering promotions and/or pay rises if appropriate and financially possible for the business. Although holiday might not be the most appealing at the moment with movements and activity restrictions, it’s important to take time to switch off. This also prevents a rush in bookings of time off when government safety restrictions ease up. The most common reason why staff worked from home over the past seven days according to ONS data (w/c 12th October) was because their employer had asked them to (59%), although 50% did so because they were following government advice. Last year, research from the TUC revealed that travelling to work is taking longer than ever before – with the average daily commute now stretching to almost an hour.

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Once a week, set aside ten minutes at the start of your team meeting and ask all the members to tell you three things that went well that week. This will help them focus on the positives of the situation rather than the negatives . Most of us have a negativity bias and focus on the threats rather than the enjoyable things that have happened. The enormous advantage of working from home is being able to remote work burnout work flexibly, maybe starting early in the morning and having a nap in the afternoon (try that at the office!), so arrange breaks to best suit people’s needs. In this way, a person’s personality can contribute to the development of burnout when working remotely. For more advice on how to look after your own mental health and supporting colleagues while working from home, visit Mental Health at Work.

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According to the Robert Walters’ Burnout Guide, there are six key areas which can lead to or exasperate workplace burnout. Along with maintaining the social side of work, companies need to ensure they’re addressing how their employee perks and benefits are hybrid-work friendly ‘ especially during the gloomiest month of the year. Yet love it or hate it, ill-managed remote working can also come with a sting in its tail. While many extoll the virtues of flexibility and cutting out the commute, research also suggests the realities of ‘always on’ digital working, combined with physical isolation from colleagues, can increase stress. There is only so much you can change or control about the uncertainty of the pandemic. Employees admit to feeling like they have no one to turn to, and co-workers fail to notice subtle shifts in their stress-driven behaviour.

The primary difference is that you will communicate with them over Zoom or telephone rather than face to face. This will result in much of the subtlety and nuance of the conversation being lost. So, bear this in mind when talking to the person you have concerns about. It might be easier to have this conversation using the telephone rather than video calling. The key to having an enjoyable time working from home is self-awareness. Once you’ve done this self-reflection, you can organise your work time in a way that plays to your strengths and compensates for your weaknesses. This is why a lot of advice you’ll see on social media about working from home misses the point.

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Whilst some managers will have experience of working as part of or managing virtual teams, the scope of tasks now being carried out by employees working from home may require managers to adjust their approach somewhat. Employers need to keep in mind, however, that a successful hybrid approach is not as simple as allowing people to work from home a few days a week. Adaptations will have to be made around staff skills, training, and company culture in particular. The government’s recent advice to work from home, plus the looming prospect of another lockdown, means employers must reconsider how they can help employees take care of their mental health.

• It’s not always easy, but there are certainly benefits to working remotely – for employers and employees.
• Whilst some managers will have experience of working as part of or managing virtual teams, the scope of tasks now being carried out by employees working from home may require managers to adjust their approach somewhat.
• While some of us have returned to our normal workplace, many are still working from home or going through a phased return.
• Or they might be the sort of person who just needs a lot of structure in their work life.
• The magnitude of this effect is comparable with smoking and it exceeds many well-known risk factors such as obesity and physical inactivity (Holt-Lunstad et al., 2010).

“This is the first systematic review exploring the psychological wellbeing of primary care doctors during the COVID-19 pandemic.” Have reported stress and burnout over recent years, which is potentially damaging not just to doctors themselves, but also to patients and healthcare systems. 33% of professionals believe that their company is not demographically representative, with a further 52% believing that they have experienced unconscious bias at work. A fifth of professionals believe that lack of diversity in senior management positions holds back their own progression. “It’s important to reward results rather than just the number of hours spent in the office. Combating a culture of presenteeism is essential to creating a positive working environment and preventing burnout. Whilst two thirds of professionals (61%) believe that wellness policies are important, just a third of companies offer what is required by law.

Or they might be the sort of person who just needs a lot of structure in their work life. There will be no-one there to notice when you need a break and tell you to go home. Have a specific time to start, break times and a definite finish time – and stick to them. You’ve probably heard of Parkinson’s Law, which says that work expands to fill the time allocated to it. If you feel low or are struggling with feelings of isolation, there is support and advice available. It’s easier to stay logged on when your home is your office, but try to switch off when the work day is over, and enjoy time with family at home.