What Managers Can Do to Alleviate WFH Stress & Burnout

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As we continue through a remote-dominated workforce, stress and burnout have become an increasing problem. In a 2021 Indeed study, 52% of workers reported burnout symptoms, which is almost 10% higher than what was recorded prior to Covid-19. 

Burnout is described as an intense prolonged feeling of exhaustion that stems from excessive emotional, mental, and physical stress. It’s most commonly caused by occupational stressors and is prevalent among remote workers. As a result, workers that face high-stress levels or burnout often experience low levels of motivation and job satisfaction.

Burned out remote worker

Although some stressors are outside a manager’s control, there are various ways for management to help prevent and alleviate these feelings.

Why Should Managers Care?

High-stress levels and burnout have a variety of attributed mental and physical symptoms. Some of the most common include fatigue, forgetfulness, illness, migraines, anxiety, depression, and detachment from the company and peers. This strong psychological strain can even manifest as severe health conditions and can lead to personal and professional consequences if not managed properly.

All of this can translate into the workplace and will negatively impact productivity, efficiency, job performance, and work relationships. It can even lead to higher rates of resignation, as feelings of stress and burnout are similar to the feelings of hating your job.

What Can Managers Do?

Although working from home gives employees a sense of flexibility, it also comes with new situations that could cause increased feelings of stress and burnout. These include heightened financial anxiety, loneliness and isolation, lack of appreciation, at-home distractions, and no separation between personal and work life. 

Even though some stressors may be outside a manager’s control, there are many strategies managers can implement to help reduce the negative impacts of a virtual work environment. 

#1. Build Trust 

Burnout is a result of ongoing stress. It doesn’t magically appear, but rather, it subtly grows over time.  With so many people working from home, it can be hard to tell when workers reach their burnout levels. That’s why it’s crucial to act as a safe and comforting source for employees to open up to.

Reassure your staff that all conversations about their struggles will be kept confidential. Establishing a relationship of trust will allow your employees to be less afraid to speak up about issues that occur. 

#2. Observe & Listen

Even if you establish trust with your team, the idea of talking negatively about their job may be scary for some. If you notice signs that your colleague is struggling, reach out to them privately to gauge how they are feeling. If you notice stress among a group of employees or know that it’s a particularly challenging time, consider sending out a survey to understand how your team is feeling and why. 

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There are many reasons why an employee may be feeling stressed or burnt out. Every person is different. What may motivate one may discourage another. It’s important to listen and keep an open mind. As a manager, try not to take what they say personally or judge them on how they feel. Instead, hear them out and come up with an action plan to help reduce their stress. 

#3. Advocate for Employee Mental Health

You can create a healthier workplace by educating employees on positive ways to cope with stress. Take time to educate employees on the signs and effects of burnout, and encourage them to talk about it with you. 

Provide resources for employees to get any professional attention they need. This could be giving access to free mental health screening tools or offering EAP benefits. Even having mental health workshops with self-care and stress management training can go a long way. As important as it is to provide these resources, it’s just as important to remind employees about what is available to them.  

#4. Encourage Breaks

When working from home, it can be hard to separate your professional and personal lives. Encourage your employees to shut off their laptops and work channels after the workday is over. This will help keep a boundary between the workday and personal time.

 

When you are in the office, breaks and social interactions come naturally, whereas with working from home, you are more conscious about the breaks you take. Remind employees that it’s okay to step away from work to re-energize and refocus. Taking a couple of short breaks throughout the day will help prevent employees from becoming overworked and overwhelmed. 

It’s important to stress that remote work is not a substitute for vacation. Make sure your employees are using the vacation time allotted to them. PTO doesn’t have to be used to travel; it can be used simply to destress or to focus on self-care. Vacation time will help employees unplug from work and remind them that there’s more to life than just a job. 

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#5. Provide Financial Wellness Opportunities

In a recent APA study, money was still found to be the number one stressor in America, as current events have caused many employees to experience financial hardships. This has led to increased levels of financial stress, which often manifests negatively in the productivity and motivation of employees.

Having a financial wellness program can help employees improve their money management and goal attainment skills. There are many ways to financially support your employees. If an employee wants to move, provide them with relocation assistance, educate them on mortgage preapproval requirements, or simply teach them budgeting techniques to make a stressful situation more manageable. This guidance will help mitigate stress and show employees that their company cares. 

#6. Recognize & Appreciate  

Remote work creates a lack of human interaction. Because of this, recognizing and appreciating employees is more important than ever. When gratitude isn’t shown, employees start to question their worth and fulfilment. This can make workers unmotivated to complete their tasks and lead to burnout. 

As important as it is to celebrate wins, it’s equally important to acknowledge hard work. There are many ways to recognize your remote employees. Messaging employees with tokens of gratitude, sending small gifts, and shouting them out in meetings can be a simple yet great way to reassure them of their value to the company.

When doing this, take note of who hasn’t been getting shout-outs, and do what you can to make sure they are just as appreciated as others. 

Kelechi Okeke
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