Over two-thirds, or 69%, of employees are experiencing burnout symptoms while working from home, the survey found. Organizations across the globe are responding to this watershed moment in the world of work—an unprecedented opportunity to rebuild workplaces that are inclusive for all employees and support them in their specific life circumstances. By implementing remote work with flexibility and inclusion at the core, organizations are setting themselves apart from their peers, attracting top talent unbound by location parameters, and innovating at a faster pace. These findings are especially important for women, who have been affected disproportionately by the pressures of working during a pandemic. A significant 67% of remote workers struggle with focusing on tasks due to domestic distractions, which can contribute to stress and burnout.

Working from home full time during the COVID-19 pandemic is a very different experience than working remotely prior to it. As remote work becomes more prevalent, it’s important to understand workers’ sentiments towards this evolving model. Surveys and studies offer revealing insights into workers’ preferences and how remote work impacts their lives.

Remote workers say that flexible hours are the top benefits of working remotely

The shift to remote work has sparked significant changes in how employees perceive work-life balance and health. These changes impact physical and mental well-being and personal life and have environmental ramifications due to altered commuting patterns. With burnout affecting 89% of Americans within the past year, https://remotemode.net/ it’s no wonder the issue is beginning to take a toll. 44% of employees are experiencing physical fatigue, and 32% are suffering from cognitive exhaustion due to their workplace stress. High on the list of causes for remote work burnout is that some remote employees find it difficult to disconnect from work.

Burnout data from Gallop states that the percentage of people who always worked from home before and after COVID-19 feel burnout very often 11% more of the time. While those who worked in the office and now work at home feel burnout 4% less than before. Those who opt for a hybrid work model report the highest average salary at $80,000. This may be attributed to the flexibility and balance that hybrid work offers, enabling workers to maximize their productivity and potentially take on more responsibilities.

of workers want to work remote at least some of the time

Quality of working conditions (Mihalca et al., 2021) and perceived increased workload led to unsatisfactory professional self-esteem, psychological distress, chronic emotional and workplace stress, and high turnover. Flexible jobs, time management, and emotional team support can improve employee health, productivity, performance, and creativity, reducing workplace stress, anxiety, burnout, and isolation. Organizational support decreased workplace stress, which brought about feelings of hopelessness. Work stressors in terms of high workload and job insecurity amplified work–life conflict, intensifying psychological strain and decreasing perceptions of social support. Remote work-related technostress and psychological ill-health (Hayes et al., 2021; Miguel-Puga et al., 2021; Trinidad, 2021; Singh et al., 2022) reduced productivity, engagement, and job satisfaction during the COVID-19 crisis. Persistent burnout due to increased workload influenced sleep disruption, acute stress, state anxiety, and derealization symptoms, negatively affecting the work–life balance.

• This is why despite feeling happier, work burnout can actually be more prevalent amongst remote employees compared to their onsite colleagues.
• These newest entrants to the workforce have higher-than-average fears of unemployment and worry their lack of face time with leaders is slowing their career progression.
• This growth is not sudden, but part of a continuing trend that gained momentum during the pandemic.

When remote workers are surrounded by a manager who supports them like a coach in an environment that meets their needs (even remotely), their engagement soars and they naturally flourish and perform well over the long term. While the advantage of working remotely is that you can set your own environment to what makes you feel comfortable, it can also lead to stress and eventually burnout. Of us have experienced all the benefits and great things that come with remote work. However, despite its great advantages and opportunities, remote work has also had a significant impact on remote workers. By now, most of us have experienced all the benefits and great things that come with remote work.

Does Remote Work Affect Burnout?

While only 5% suffered from this kind of remote work stress before the pandemic, it has more than tripled since then. Focusing on results rather than time spent working encourages remote employees to optimize their productivity, aligning with the broader organizational goals. As more organizations embrace remote work, these practices are crucial for maintaining and enhancing overall productivity and project management efficacy. Remote work burnout is best defined as a continuous state of chronic fatigue, both mental and physical in nature, accompanied by decreased levels of productivity and work efficacy.

In addition, 45% of remote employees say they work more hours now than before the pandemic, and 70% say they work on weekends now. Managers aren’t always helping their employees clock out on time either, as 67% of remote workers feel pressured to always be available, and 63% say they feel discouraged from taking time off. Remote work, initially a pivot during the pandemic, has anchored itself in the work culture, creating a new landscape of occupational stress. These statistics highlight the spike in burnout among remote workers as home offices blur the lines between professional and personal life. This majorly contributes to feeling burnt out, as time off work is necessary to recharge and feel better mentally and physically. Moreover, the same remote working fatigue also show that 42% of them are not planning to take time off work anytime soon.