Going Remote: 4 Practical Ways to Promote Work-Life Balance and Avoid Burnout

 Going Remote: 4 Practical Ways to Promote Work-Life Balance and Avoid Burnout

Burnout Employee Well-being Remote & Hybrid Culture

As the coronavirus spreads through the world, many companies are choosing to switch to remote work to protect their employees from COVID-19. Other organizations find themselves forced to adapt as cities and states mandate shelter-in-place. 

Remote work is a valuable tool as companies try to minimize disruptions and keep operations running as close to normal as possible. However, when people who aren’t used to telecommuting transition from working in the office to working from home, they may cling to habits and norms that don’t translate to working remotely.

The burnout risk

As a leader, it’s up to you to support employees and your company culture by creating the conditions for remote work success.

Here are a few ways you can help employees transition to working remotely while avoiding burnout:

1. Embrace flexible scheduling

You may have already noticed that some team members are more productive in the morning, while others get more done after lunch.

This is especially true when working remotely. In fact, many people are most productive outside the standard 9-to-5 workday hours.

As your organization shifts to remote work, give your employees the opportunity to adjust their work schedule with their most productive hours. This is especially important during the COVID-19 crisis, as schools close, keeping children home during the day. 

Employees will appreciate you trusting them to manage their time and workload effectively. They’ll also enjoy the peace of mind of knowing that they can balance both their work and home demands.

2. Suggest employees designate a workspace

If your employees are used to going to an office every day, staying at home for hours on end will undoubtedly feel a little strange.

To help, suggest that they designate a dedicated workspace, whether that be a home office they already have or the dining room table.

Having a space to go to, even if its in their house, will help them compartmentalize work” vs. home.”

3. Breakfast is the most important meal of the day 

Working from home has many perks for employees. One is that they could, in theory, work in their pajamas.

However, when people can roll out of bed and immediately turn on their computers, some of them will feel pressure to do so. The lines between "work" and "home" can quickly become blurred. 

Encourage employees to set boundaries on when they start and end their days. This transition is already an adjustment; make it clear you dont expect them to clock in” at the crack of dawn or stay online 24/7.

4. Help employees prioritize their wellness

Working from home will naturally make some employees go stir crazy. Understandably, overall anxiety is also currently at a high for many people. Throw in the fact that offices naturally encourage a certain amount of walking (such as to lunch, meetings and coworkers' desks) and you can see how the current shift to remote work could negatively impact employee health and wellness.

  • Encourage employees to make time for their health:
  • Simply taking a walk can help employees feel healthier and happier.
  • You might also suggest they build time into their schedules for a fitness class or workout during their day.
  • Programs like Peerfit facilitate both in-person and online-streamed workouts paid for by your company’s health insurance or employer wellness dollars. 

At Great Place To Work®, our Traverse Club” pops up in employeescalendars every Wednesday afternoon. Its a reminder for everyone to get up from their desk to move, whether by walking, running or dancing.

Helping employees prioritize their own health and wellness will make them feel better, stay healthier and be able to keep going during the crisis

Concerned about how the coronavirus impacts your workplace? We are, too.

We’ve got you covered. Here are some other things to consider as you guide through the current crisis:

Claire Hastwell