The impact of remote work on well-being

The traditional concept of what a productive day looks like is changing as remote working becomes more common. Typically, workers would have to spend eight hours or more behind a desk or at the workplace for them to be deemed productive. However, with remote work, it is all about results. Individuals who are able to complete goals and deliver high-quality work are considered productive, even if they don’t sit behind a computer from nine to five. 

But, working remotely has also blurred the lines between work and life. With office spaces created in dining rooms and bedrooms, remote workers can hardly catch a break from work. Instead of using their lunch break to read or play raffle games for real money like on this site to give their brains some time off, structured breaks fall away to constantly keeping an eye on Slack.

It’s also tough to completely step away from work at the end of the day. There’s no longer a cut-off hour where employees turn off their PCs and commute home. Work is constantly on their minds, their laptops are always open, and Microsoft Teams is constantly pinging. 

The biggest factors that negatively impact mental and emotional well-being are:

• Long working hours: Although unintentional, remote workers tend to work longer hours in their home offices. They wake up and immediately check emails, and continue to do so even after the “office” has closed for the day. 

• Larger workload: Some remote employees are more productive at home than at the office, which results in a bigger workload as they get through work more effectively. 

• Communication problems: Virtual communication makes it harder to solve problems effectively, leading to frustration.

As a result of these challenges, remote work can often result in increased stress and burnout. Staff feel isolated, unmotivated, and feel very little job satisfaction without the structure of the office and having other colleagues around. 

How team leaders can ensure remote teams enjoy work-life balance

Managers need to take responsibility for their teams and encourage them to maintain a healthy work-life balance. Burnout is a real problem for remote workers, and leaders should guide staff on how to manage their workspaces to avoid stress and feeling overwhelmed:

• Encourage a schedule: Staff should be encouraged to create a daily routine and stick to it. This should include when they sit at their desk, when to respond to messages and emails, breaks, and when they’re done for the day. 

• Communicate with the team: Managers should check in occasionally with their team and create a safe space for communication. Provide positive feedback on progress to enhance job satisfaction. Communication can be done as one-on-one calls, instant messaging, or group calls. These check-ins should not be too frequent, allowing employees to focus on their work.

• Set expectations: Communicate with the team what the expected response times are for instant messages and emails. Many people continue to respond to messages after work hours. Make it clear that replies are only necessary when they’re working.

• Ensure breaks: In an office setting, staff will take a couple of minutes every hour to walk to the coffee room, chat with an employee, or wait for the printer. However, when at home, many sit down and work straight through. Managers need to ensure that their teams are taking 5-10 minute breaks each hour, which should include stepping away from the desk. 

• Create social opportunities: To help employees feel less isolated, managers should arrange virtual team-building opportunities.

• Encourage physical activity: Managers can only do so much through a computer screen, but they should encourage movement throughout the workday and set the example themselves. Share tips on how to stretch at a desk or do chair yoga, or arrange virtual fitness challenges to motivate the team. 

• Recognise good work: Working remotely can be a thankless task, as it can feel like contributions to projects are going unnoticed. Team leaders need to ensure they’re recognising and thanking members for all their hard work. An email to say thanks or a mention during a team call can do a lot to boost morale. 

• Provide skills development opportunities: Ensure the team has access to resources that can help them develop professionally. Provide access to webinars, workshops, or courses so staff can grow in their careers. 

With these strategies, managers will be able to ensure their teams remain focused, engaged, and are able to separate life and work for better mental well-being.

---

Read our latest articles