How to recognize burnout in remote employees
The last thing any employer wants is an underperforming employee who no longer enjoys or feels motivated by the work they do.
In light of the coronavirus pandemic, and the government’s recent decision to enter into lockdown 3.0, the work-from-home model many companies implemented last year is here to stay – for the time being at least.
Now, while some people may prefer this way of working – having more flexibility to fit their work around other commitments – others may think entirely differently and crave the normality of office life.
Related: What will ‘normal’ look like in 2021?
These feelings of uncertainty and sudden change in circumstances could, in turn, lead your employees to feel burnt out, overworked, demotivated and unable to engage with their work in the same way.
Their levels of productivity could suffer as a result, leading them to potentially look elsewhere for a new role and increase your overall level of staff turnover.
Burnout: Bad for employers
Recognizing the signs that lead to this level of employee burnout is vital for employers.
The last thing you want, after all, is to have underperforming staff on your books who no longer enjoy or feel motivated by the work they do – a “key limitation to business growth,” according to Sussex-based DaCosta Coaching.
But how exactly can you spot these signs while your staff are all working from home?
Well, that’s where we can help.
Join us as we run through some of the key things to look out for when trying to recognize burnout in remote employees – from work output efficiencies to a reluctance to take time off.
They are working constantly
While having an employee working continuously may sound great from an employer’s perspective, when you delve into the reasons why you could unmask a much deeper issue.
Employees overwork when they’re stressed, for example, and often use it as a bit of an escape mechanism from their other issues – whether it be their home life, lack of human contact or, in light of the pandemic, a recent loss.
Similarly, following the closure of schools, many parents will have suddenly been forced to juggle caring for their children with getting their work done.
This, in turn, can lead to extra stress, missed deadlines and a constant feeling that they need to work outside of hours to catch up on themselves – all of which can contribute to employee burnout.
They don’t take time off
Again, while this may be seen as a positive by certain employers, if an employee hasn’t taken any time off for a prolonged period, it’s important to consider the underlying reasons behind this.
Taking time off work is vital, after all, as it gives your employees an opportunity to recharge their batteries, refresh their minds and focus on other areas of their life.
This, in turn, can have hugely positive effects on their mental health, which can then transpire into their work when they return from their holiday.
But, recently, despite more than two-thirds of workers experiencing burnout while working remotely, approximately 59% have reported taking less time off than normal.
As a result of this, these employees will miss out on the aforementioned benefits of taking a holiday, leaving their mental health and working efficiency to significantly suffer.
Their work performance has dropped
When an employee feels demotivated or burnt out, statistics show that either the quality of their work will drastically decline or they simply won’t complete the work at all.
Furthermore, due to their diminished mental health, they are more likely to take a greater number of sick days and, in effect, demonstrate no motivation to take on any extra work or commit their ideas.
Therefore, if there are any employees in your business that are working less proficiently in recent months, this could be a key indicator that they are starting to feel the effects of burnout.
What to do next
If you recognize that one, or many, of your employees are feeling burnt out, your first port of call should be to sit down and talk to them.
While you may not be able to see them in person for a face-to-face chat right now, arrange a one-on-one video call to talk through with them why they are feeling the way they do.
Then, on the back of this conversation, identify some constructive ideas to overcome their burnout.
Whether it be through an incentive of some kind, a reduced workload or an altered work timetable, your staff will be grateful for your support and will most likely improve their working efficiency as a result.
Gemma Hart is an independent HR professional working remotely from as many coffee shops as she can find. Since graduating in 2013, Gemma has gained experience in a number of HR roles but now looks to grown her personal brand and connect with leading professionals in the field.
Read more: