Great managers, unlike bad or even mediocre ones, can significantly improve their team’s performance from any location. Great managers can also boost team engagement and keep burnout at bay much more than anything else can. For employers, it might seem like there’s not much you can do for employees https://remotemode.net/blog/remote-work-burnout-fatigue-and-how-to-avoid-it/ stressed out by the pandemic beyond providing a steady paycheck, benefits and an employee assistance program. Employees who experience high levels of burnout are 63% more likely to take a sick day, 13% less confident in their performance and 23% more likely to visit the emergency room.

• 86% of employers say they are still prioritizing mental health, stress, and burnout response, and 26% of employers say they already have a well-being strategy in place.
• 40% of remote workers say their employers don’t give them the support necessary to manage stress.
• The main reason, as we currently understand it, is that personal and work life are more intertwined in a remote work environment simply because they both occur in the same place – typically, the remote worker’s home.
• In a regular work setting, employees don’t have to think about creating a routine themselves, as they usually have fixed work times and schedules.

Giving support to all employees within your organization is imperative to success. 89 percent of remote and hybrid employees say their manager will support their decision whether they return to the workplace or stay at home. With employees feeling supported in their roles, engagement levels and outcomes will naturally be better, and talent will be retained at higher levels.

Demographic Burnout Incidence Statistics

Yes, an additional 28% of individuals working remotely have indicated experiencing greater levels of burnout compared to their in-office peers. Remote workers experience burnout at an 86% rate, in contrast to 70% of their on-site counterparts. Yes, 76% of those working remotely report that their mental health is impacted by stress from the workplace, reflecting the toll remote work can have on mental well-being.

30% of employees considered themselves hybrid employees and 35% of employees reported working remotely. From longer work hours to increased demands at home, the COVID-19 pandemic introduced new stressors to nearly every domain of life. As the world heads into the 3rd year of the pandemic, these stressors have become persistent and indefinite, heightening everyone’s risk of burnout. Another survey this week by the Conference Board found that workers’ intent to stay at their job decreased for 37 percent of respondents in the last six months, but only 12 percent are actively planning to leave. About a third said an imminent recession is making them think twice about quitting.

Employees report quitting their job after witnessing or experiencing discrimination

This projection suggests a continuous, yet gradual, shift towards remote work arrangements. Despite the steady rise in remote work, the majority of the workforce (59.1%) still work in-office [1]. This percentage underscores the fact that while remote work is on an upswing, traditional in-office work is far from obsolete. As we navigate through the ever-evolving world of post-pandemic work in 2023, several key remote work statistics stand out. They not only offer insight into the current state of remote work but also provide a glimpse into its future. Half of all employees today struggle to set boundaries when working from home.

21% of employees say their company does not offer any programs or initiatives to prevent or alleviate burnout. 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. According to a corporate workplace survey, 69% of professionals feel their employer does not offer enough resources or do enough to minimize employee burnout. 21% of professionals say their company does not offer or provide initiatives and programs to alleviate burnout. A recent survey by the American Psychological Association examined 1,501 workers, with 79% experiencing burnout at their current job.

Remote Work Burnout Statistics FAQ

Thirty-five percent of remote employees feel more productive when working fully remotely [8]. This could be due to reduced commute times, fewer in-person distractions or the ability to design a work environment that suits their needs. 77% of employees reported experiencing burnout at their current job, according to a 2020 survey.

• 78 percent of remote employees say they are highly engaged followed by only 72 percent of on-site employees.
• Those in the Millennial generation report the most burnout, with 84% having experienced burnout at their current job.
• According to Zippia, 48% of remote workers feel as though they have no emotional support from their employers.
• By then, Cat, who lives in London and works in environmental services, had already been working mostly remotely for some time as a result of the pandemic.
• Signs of burnout include fatigue, irritability, insomnia, feelings of hopelessness, and difficulty concentrating.

It ebbs and flows with our energy fluctuating daily, weekly, and seasonally. Rahaf proposes that workplaces prioritizing employee well-being should cultivate https://remotemode.net/ systems that work with our creativity, not against it. Emotional exhaustion is the burnout dimension most correlated the most with employees’ mental health.

Employees may feel overwhelmed by their work and forget to take time off or disconnect from their computer at the end of the day. It’s no surprise then that 48% of workers say they lack emotional support at work to help them manage this daunting task. When the pandemic hit, it made an already stressful life even more difficult. Instead of just having work pressure to deal with many also have kids at home and their spouses during working hours. A survey by Owl Labs found that 92% of the people they reached out to expected to work from home 1 or more days per week.

• At the same time, 32% prefer a hybrid schedule, which combines the best of both worlds—flexibility from remote work and collaboration opportunities from in-office work.
• Ensure this is the case at your organization by providing needed technology to your employees.
• Another trend that showcases the preference for remote work is the willingness of employees to accept financial trade-offs.
• Lead by example – It’s not enough for managers and team leads to encourage remote employees to care for their well-being; they should also do it themselves.
• Even sectors such as HR and recruiting and customer service, traditionally reliant on physical offices, are experiencing the benefits of remote work.
• Waiting too long to invest in HR software could mean your company starts lagging behind the competition.
• Despite the rising concern, 49% of employers lack a formal strategy to support well-being in the workplace.