Amazing remote work Burnout Reading [2022 update]

The ‘traditional business’ can be a problem for many of us. Demanding bosses, difficult co-workers, unfair jobs and long hours at the office can really take a toll on our mental health and personal well-being – you can probably relate.

When COVID-19 hit, a new era of remote work emerged and changed the work-life balance for all of us, changing attitudes among employees and employers to about working from home.

Many workers have fought to maintain the right to work from home, although many employers have tried to oppose it. Now, some employees and employers have switched to a hybrid model – creating a balance between home work and the office.

For you, the switch to remote work may be appealing. However, more than two years since the start of the pandemic, HR managers are facing a serious problem – remote work.

Workplace fire code

Workplace burnout is nothing new, it has become a global problem – described by McKinsey and Company as ‘massive burnout’. However, smoking has increased among workers during the pandemic, especially in open workplaces – retail, labor and health care.

  • Smoking in workplaces around the world has reached a record high in 2020 amid the outbreak of the coronavirus. 43% of people from 100 countries said they have experienced a workplace burnout, up from 39% in 2019 (Global Workplace Report).
  • 36% of employees say their organization does nothing to help prevent burnout (Thrive My Way).
  • Burnout syndrome accounts for 8% of occupational disease cases (
  • Women suffer more than men. 42% of women said they always burned out at work, while 35% of men reported burning out (McKinsey & Co).
  • Millennials (59%), Gen Z (58%), and Gen X (54%) share the same burnout rates, while Baby Boomers (31%) have the lowest rate (Business Health Institute).
  • The highest rate of smoking was reported in the middle income bracket with 44% in the $30,000 to $60,000 bracket. The lowest burn rate is 38% in the $100,000 bracket and above (Thrive My Way).
  • Fired employees are 63% more likely to take a sick day and 2.6 times more likely to be actively looking for another job (Gallup).
  • 75% of workers experience burnout, with 40% saying they have experienced burnout during the pandemic (FlexJobs).
  • 67% of all employees believe that it is better to smoke during the flu (true).
  • 83% of employees say that personal relationships can be negatively affected (Deloitte).

Cancer statistics before the coronavirus

There is a low level of activity before COVID than the high levels recorded during the pandemic. Although few employers are offering remote work amid concerns over employee productivity.

However, despite the fact that there were fewer cases of workplace termination than COVID, the health costs associated with work-related stress were $190 billion in 2019.

  • 84% of millennials have experienced burnout in their current job (Deloitte, 2019).
  • Women are more at risk of workplace burnout than men (The Independent, 2018).
  • Work is the leading cause of workplace burnout (Cartridge People, 2019)
  • 57% of people in the UK, 50% in the United States, 37% in Spain, 30% in Germany and France said that they have suffered from smoking (We Forum, 2019).
  • In the UK, 15% of workers have lost their jobs due to Brexit (Cartridge People, 2019)
  • One in four employees feel burned out at work often or regularly, while half report the feeling sometimes (Gallup, 2018).
  • 4 out of 10 people who work 50+ hours do not have a burnout program in their organization (Clockify, 2019).
  • Only 3 out of 10 managers addressed employee burnout (Clockify, 2019).
  • Over 15 million days were lost in 2019 due to employees experiencing work-related burnout (Cartridge People, 2019).
  • Burnout is a growing threat to the productivity and engagement of today’s workforce. People who struggle with balancing home and work are 4.4x more likely to show signs of job burnout (LinkedIn).

Remote work is complete

In the post-coronavirus era, numbers of workers are working from home. In fact, there are currently three times more jobs than 2020.

However, the impact of COVID-19 on the end of remote work has been difficult.

  • 69% of remote workers experience burnout (CNBC).
  • 53% of virtual or work-from-home (WFH) workers are now working longer hours than in their office: Nearly a third (31%) say they work “more more” than cancer (True).
  • 48% of workers who work from home say they lack mental support (Mental Health America)
  • 38% of employees end up telecommuting because they feel pressured by management to work more hours (of course).
  • 21% said that there is a combination of pressure from the authorities and customers or customers (True).
  • 86% of remote workers experience high levels of burnout (TinyPulse).
  • 35% of employees who work from home say they participate in multiple virtual meetings per week (Honest Paws).
  • 61% of remote workers find it harder to “disengage” from work during off-hours (literally).
  • 80% of workers are experiencing ‘Zoom fatigue’ (Honest Paws).
  • The move from full-time office to full-time remote work increases loneliness by 67 percent (The Atlantic).

The main causes of home office failure

The three most common causes of burnout due to working from home are:

  1. It’s impossible to open a job
  2. Lack of motivation in the workplace
  3. A supportive environment is missing

It’s impossible to open a job

The number one reason remote work fails is the inability to separate work. With the home becoming the workplace, home-based workers often work long hours. It is not unusual for employees who work from home to be on a conference call during lunch or to leave work in the evening to complete tasks.

On average, remote workers have been reported to be working three hours per day since the COVID-19, which is causing some personal and personal problems as home workers struggle to balance work and life.

To avoid this, employers with remote workers should implement a plan that focuses on deliverables and not hours. It is important for employers to set clear expectations – for example, saying ‘we will talk twice a day during these times’.

Shifting the focus from the number of hours worked to human productivity allows employees to monitor and complete tasks scheduled within working hours. Employees don’t feel micromanaged and employers get better results.

Lack of motivation in the workplace

Homework is very divisive. When people feel fired up at work, they want to do everything but work. Scientific studies show that putting out a fire changes the anatomy and function of the brain. In a high state of stress, our brain switches to ‘survival mode’, affecting motivation and the will to work.

There are many ways employers can help remote workers combat a lack of motivation in the workplace. Another way is to encourage a sense of belonging. Employers can start by creating a set of assets of the joint venture. Find out what is important to your remote and in-office employees and then identify and create ways for your organization to honor those values.

For example, if fun is important to your employees, think of some fun ways to bring your team together and help them bond.

A supportive environment is missing

Remote work statistics show that 48% of remote workers have no emotional support from their employers. Without personal relationships with authorities and colleagues, it is difficult for them to see that something is wrong and that you need support. If you want to fire, you should discuss this with your managers and colleagues.

Employers can provide support by showing that they care and take care of the welfare of remote workers. Communicating through regular video calls and asking for honest feedback on how home-based workers feel is a step in the right direction. This helps build real relationships and trust.
Considering the remote work statistics, it’s clear that it’s a serious problem, but there are solutions for employers and employees to fight burnout due to working from home – certainly one of them It is possible to work hybrid – a combination of home- and work in the office.

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