Are We Burned Out from Talking About Employee Burnout and Hybrid Work?
With more than 4,500 employees spread across the globe, the UK-based investment management company was challenged to support dispersed user groups that depended on highly performing technology to satisfy clients.
Here’s how Lakeside Software’s Digital Experience Cloud, powered by SysTrack, enabled the firm to expand its visibility, achieve a successful VDI rollout, adopt a proactive IT approach, and consistently deliver a quality end-user experience.
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With World Productivity Day fast approaching on June 20, we want to recognize the importance of creating an environment that supports workplace productivity.
If you Google “Top Productivity Killers,” you’ll get a series of expected answers: cell phones, internet browsing, conversations with colleagues, etc. But what’s notably missing are the digital disruptions that impact an employee’s ability to do their job.
In May, we conducted a weekly LinkedIn poll not necessarily to challenge Google’s findings but for us to better understand employee productivity in the
The contemporary workplace has undergone significant changes in recent years, with the rise of remote work and the shift toward hybrid work models. Alongside this transformation, discussions about employee burnout have become increasingly prevalent. The collective focus on employee well-being — and the challenges associated with hybrid work — has undeniably been crucial, but it begs the question: Are we burned out from talking about employee burnout and hybrid work?
The Prevalence of Employee Burnout
Employee burnout has long been a concern in the workplace, but the COVID-19 pandemic heightened its prominence. The sudden shift to remote work, blurred work-life boundaries, and increased stressors have led to a surge in burnout cases. In fact, one survey found burnout was at an all-time peak late last year with more than 40 percent of employees feeling burnt out. As a result, organizations and individuals alike have been engaged in conversations about the causes, effects, and potential solutions for addressing burnout.
The Rise of Hybrid Work and Employee Burnout
Hybrid work models, combining remote work and in-office work, gained traction as a response to the pandemic and are here to stay. Nearly 30 percent of full-time employees work a hybrid model, and a whopping 98 percent of workers want to work remote at least some of the time, according to a recent Forbes article. The flexibility and autonomy remote work offers have been lauded, and the potential for improved work-life balance has been a significant driver for its adoption. As discussions about hybrid work abound, however, it is essential to evaluate whether our constant focus on these topics has reached a point of burnout itself.
1. The Danger of Overemphasis on Employee Burnout
While addressing employee burnout and discussing hybrid work models are important, excessive attention to these topics can have unintended consequences. In 2022, there was significant news coverage of a trend called “quiet quitting,” where employees tried to combat burnout by doing only the bare minimum in their job. However, one executive coach points out that quiet quitting actually makes employees feel more frustrated and stressed, instead of relieving burnout.
Plus, continuous conversations about burnout may inadvertently perpetuate a negative narrative, amplifying stress and anxiety among employees. Moreover, excessive emphasis on hybrid work can create unrealistic expectations and add pressure to already overwhelmed workers.
Just as individuals can experience burnout, so, too, can discussions about burnout become tiresome, especially when there is no clear solution. BBC reported that burnout may not ever be eliminated, so employers should focus more on managing burnout. Constant exposure to discussions about employee well-being and hybrid work may cause fatigue, leading to a decreased willingness to engage or take action. It is crucial to strike a balance between raising awareness and taking practical steps without overwhelming employees or losing their attention.
2. The Need for Comprehensive Solutions to Address Employee Burnout
While talking about employee burnout is essential, moving beyond discussion and implement comprehensive solutions it is equally important. Organizations should focus on creating supportive work environments that prioritize well-being, offer flexible work arrangements, and provide resources for managing stress and burnout. This includes supporting the employee’s digital experience. Remote employees spend almost 13 hours per day looking at screens, according to a survey of 1,000 full-time employees. With such a large portion of the day spent interacting with technology, organizations must address digital employee experiences as a key part of burnout. It is imperative for organizations to ensure that the digital employee experience is a positive one, as an employee’s brewing frustration with digital tools and apps that don’t work or are too slow can exacerbate the burnout problem. In fact, 36% of employees surveyed last year have considered leaving their jobs because of poor experiences with their workplace digital environment. By actively addressing these issues, organizations can foster a culture that alleviates burnout and gives employees the tools they need to be productive and happy.
3. The Importance of Individual Experiences
Employee burnout and the challenges of hybrid work are highly individual experiences. While general discussions provide a starting point, they may not capture the nuances and unique circumstances faced by each employee. For example, one employee may feel constantly frustrated by slowly loading applications while another employee may be feeling burnt out because of too many Zoom meetings. The first employee may be able to easily resolve their frustration by moving closer to their Wi-Fi router, while the second employee may need to work with their manager to set boundaries. Visibility into the organization’s full IT estate down to an individual’s device – and the health, usage, and performance of those devices – can be critical to addressing individual experiences. It is crucial for organizations and leaders to encourage individual conversations and tailor solutions to meet the specific needs of their workforce. Recognizing and accommodating these differences can go a long way in preventing burnout and fostering a healthy work environment.
4. Evolving the Conversation
To avoid burnout from talking about burnout, it is necessary to evolve the conversation. While employee well-being and hybrid work are significant topics, broadening the discussion to encompass other aspects of work-life balance, mental health, and overall employee experience can help maintain engagement and avoid topic fatigue. Additionally, highlighting success stories, sharing best practices, and celebrating achievements can inject positivity into the conversation and inspire action.
Striking a Balance Between Awareness and Action
In the pursuit of addressing employee burnout and navigating the complexities of hybrid work, it is crucial to strike a balance between raising awareness and taking concrete action. While continuous discussions about burnout and hybrid work are important, there is a risk of burnout from the constant focus on these topics alone. By recognizing individual experiences, implementing comprehensive solutions, and evolving the conversation, organizations can create a work environment that supports employee well-being, enhances engagement, and ultimately fosters sustainable success in the ever-evolving world of work.
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