3 Main Factors Affecting Remote Workers
Come 2022 it’s clear working from home has its benefits and drawbacks, but one thing that still concerns leaders is how to get the best from and for their remote employees. All employers need to be careful with how they handle the remote culture because ensuring staff are productive is one thing, yet more concerning is for some people remote work comes with the risk of higher rates of depression and anxiety. So understanding how to navigate the well-being of these employees is important for many reasons.
Burnout is another risk when it comes to working from home or anywhere, and something an emphasis on wellbeing can assist with. 82 per cent of employees who took a survey by Pagar Book reported feeling burnt out after working from home for a few months. It’s hard to determine the line between personal and work-life, even more so with remote work on the rise it’s likely we will see a burnout from these employees.
To understand remote employees’ wellbeing across the globe, looking at how different countries handled the shift to remote work, and how employees view the future of the workplace should be assessed. Research shows that three factors are impacting employee wellbeing while working from home:
1. A Safe Working Environment.
Not something everyone has, unfortunately, so many people have struggled to make the switch as they don’t have a home office set up to use suddenly. Other occupants of the household (including family) can make for a difficult workplace environment.
2. How to Manage Stress and Workload.
In many parts of the globe, remote workers have been working longer hours because they don’t leave it behind at the office, the pull to check one more email and keep at it is within arms reach. This is leading to high rates of burnout across the globe and impacting their engagement, productivity and employee satisfaction. This is something that companies need to prioritise to alleviate the risk of stress or burnout.
3. Mental Wellbeing.
Organisations must focus on the mental wellbeing of their remote employees as these risks increase. Having practises and procedures in place for employees to lean on can be helpful. Organising purely social online events and checking in with staff is highly recommended. Some businesses created a ‘buddy system’ between employees to ensure everyone had someone to turn to. Encourage your employees to support each other and reach out for help when they are struggling to avoid burnout or stress-related absences.
To counteract these effects on remote workers, leaders should consider wellbeing strategies and put more attention on communication.
Offering your employees benefits like a ‘bed day’ – where they can take a guilt-free day off if they’re feeling off or have a period of lowered mental wellbeing. By having this option, employees can take some personal time to relax and recharge, while also feeling more trusted and valued by the company – leading to fewer unnecessary sick days and boosting employee engagement.
Allowing transparent and open communication channels for employees will enable a team to chat outside of online meetings. Encourage an environment where everyone can contribute and reduce any formality in these conversations. The more casual and laid-back team communication channels are, the more likely they are to become open and transparent – this is especially important for remote employees that might be struggling but can hide behind their monitors.
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