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Remote work isn’t just a pandemic-era experiment it’s officially part of the new normal. In the UK, 29% of employees now work partially from home, and 10% are fully remote. But while the flexibility is fantastic, it also comes with a warning label: burnout risk.
It’s tempting for managers to adopt an "out of sight, out of mind"approach. But if employee wellbeing isn't nurtured from afar, burnout can sneak in, and the consequences aren't just personal, they're organisational.
What Exactly Is Burnout?
Burnout is more than just feeling tired. It’s a workplace condition driven by chronic stress, especially when employees feel powerless over their environment. Often caused by major culprits such as unrealistic deadlines, overwhelming workloads, and radio silence from leadership.
Three Red Flags of Employee Burnout
Burnout isa wellbeing issue first and foremost. It shows up differently for everyone, but according to research from the University of Boston, here are three major warning signs to watch for:
1. Energy Drain
Not everyone’s a cheerleader at 9 a.m. - but a noticeable dip in enthusiasm can mean emotional exhaustion is taking hold. Watch for subtle changes in behaviour: quiet Teams calls, withdrawn engagement, or reluctance to take on new tasks.
2. Disconnection
Burnout can turn passion into detachment. Employees might seem indifferent, cynical, or just... checked out. If someone starts skipping meetings, replying late, or seems more "meh" than motivated, it might be time for a gentle check-in.
3. Productivity Plunge
Even simple tasks can feel monumental when burnout strikes. If someone’s output takes a nosedive, especially alongside other signs, don't just assume laziness - look deeper.
Your takeaway? Stay alert, stay compassionate, and take action early.
Why Burnout Is Bad for Business
Burnout doesn’t just zap your team’s morale - it can torch your bottom line. UK businesses lose an estimated £45 million a year to stress-related absences. And that’s before you count lost productivity.
Flip the coin, though, and there’s hope. Companies recognised as Best Workplaces - those that prioritise employee experience - outperform the market by 2–3%. Investing in wellbeing pays off. Literally.
Four Ways to Prevent Burnout in Remote Workers
The best cure for burnout? Prevention. Here’s how to keep your remote team thriving:
1. Champion Flexible Hours
Not everyone works best from 9 to 5. Some thrive at dawn, others hit their stride after lunch. Letting employees align their schedules with their peak energy helps them work smarter - not harder.
This flexibility is especially powerful for caregivers or parents. It says, “I trust you to get the job done your way,” and that trust? It’s a burnout-repelling superpower.
Already doing this? Great! Some companies are even testing a 4.5-day workweek - likeImpression, one of 2024’s Best Workplaces. Now that’s forward thinking.
2. Create Clear Work Zones
When the kitchen becomes the office, it’s tough to log off. Encourage employees to carveout a dedicated workspace - even if it’s just a corner of the dining table.This physical boundary helps reinforce mental ones.
The goal?Make “work” a place they can walk away from at day’s end.
3. Promote Boundaries
Sure, working in your PJs sounds dreamy. But without clear boundaries, remote workers can feel pressure to be “on” all the time.
Let your team know you don’t expect early log-ins or late-night emails. Support routines with solid start and end times, plus regular screen breaks. Respect for their time means they’ll respect the work even more.
4. Encourage Movement and Mental Breaks
No commute means more time at home... but also more time sitting still. Encourage your team to prioritise physical activity - even a quick walk can work wonders for mental health.
You could even recommend scheduling a midday workout, 30 min walk, yoga session, or stretch break. When employees care for their bodies, their minds and work benefit, too.
“Burnout shouldn't be a problem that you have to deal with yourself on your own time.” — Jennifer Moss
Burnout is preventable, but only if you’re proactive. As a leader, you set the tone - so be the example of healthy work habits, and create a culture where wellbeing isn’t a perk, it’s a priority.
Remote or not, your people need you to see them, support them, and most importantly—trust them.