The work “burnout” crisis threatens post-epidemic workplaces
Remote access to work enhances employee well-being and productivity.
According to a global survey of a “work crisis,” 92% of workers say they experience stress from their workplace, work experiences with Covid-19, or their personal lives. A solution to improve the well-being of employees, so their productivity, innovation, retention and inclusion is access to remote work. These findings are especially important for women who have been overwhelmed by job losses during epidemics.
Remote-Work Options Increase Productivity and Burnout Gurnout surveyed nearly 7,500 employees worldwide and defined burnout as “including physical and psychological exhaustion from long-term stress with negative consequences, distractions from work and feelings of professional incompetence.” . This is the first installment of Catalyst Equity in the Job Future Investigation Series.
In the analysis, author Tara Van Pommel, Ph.D. identifies three types of burns: work burns, Govit-19 work burns and personal burns. Access to remote work reduced three types of burns regardless of group differences such as gender or childcare-related situation. These data show that what works for women in the workplace is beneficial to everyone.
When companies offer long-distance work options, including workplace flexibility, distributed groups or virtual work / telecommunications / work from home, employees report a 26% reduction in workplace burns compared to people who do not have access to long-distance work. Workplace burnout is reduced by 43% when employees have access to long-distance work, when their executives show empathy, compared to people who do not have that access, or when its managers are unaware of it.
The study also found that employees who have access to long-distance work are 30% less likely to seek another job next year compared to those who do not have access to long-distance work. Women in charge of childcare were 32% less likely to report leaving work when they had access to long-distance work, compared with women with childcare responsibilities without access to long-distance work.
Not surprisingly, this report does not recognize the current expectations of “always available” as sustainable, and recommends the following solutions for companies that can help combat fuel:
Develop remote work policies that express expectations about employees, managers and teams.
Improve the skills of managers to manage remote teams inclusively.
Invest in plans and grants for employees who need additional childcare options.
Normalize asking for empathy through routine trials and other opportunities to share life and work experiences.
“Burning leads to revenue, but it can be mitigated by deliberate policies of far-reaching work and all-encompassing and empathetic leadership,” said Lorraine Harriton, president and CEO of Catalyst. “Flexible remote work options for employees, implemented effectively, ultimately help companies access greater efficiency and lower returns, as well as higher levels of innovation and productivity.”
Learn more and download the study here.
About the catalyst
Catalyst is a global non-profit organization that collaborates with some of the world’s most powerful CEOs and leading companies to create workplaces suitable for women. Founded in 1962, Catalyst Drives transforms women into leadership positions through its innovative research, practice tools and proven solutions because progress for women is progress for all.
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