"Burnout" Crisis at Work Threatens Post-Pandemic Workplaces
PR89733
NEW YORK, May 26, 2021 /PRNewswire=KYODO JBN/ --
-- Remote-work access increases employee well-being and productivity.
Calling it a "crisis at work," Catalyst (
) found in a global survey that 92% of workers say they are experiencing
burnout from the stress related to their workplace, their Covid-19 work
experiences, and/or their personal lives. A solution to improve employee
well-being-as well as productivity, innovation, retention, and
inclusion-researchers say, is access to remote work. For women, who have been
disproportionately impacted by job losses during the pandemic, these findings
are critically important.
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The study, Remote-Work Options Can Boost Productivity and Curb Burnout, [
] surveyed nearly 7,500 employees across the globe and defines burnout as "the
physical and psychological exhaustion that comes from prolonged stress with
negative consequences, including mental distance from one's job and feelings of
professional inefficacy." It is the first installment of Catalyst's Equity in
the Future of Work research series.
In the analysis, author Tara Van Bommel, PhD (
) identifies three types of burnout: work burnout, Covid-19 work burnout, and
personal burnout. Remote-work access curbed all three types of burnout
regardless of group differences such as gender or child-caregiving status.
These data illustrate that what works for women in the workplace works for
everyone.
The data show that when companies offer remote-work options-including a
flexible work location, distributed teams, and/or virtual work/telework/working
from home-employees report a 26% decrease in workplace burnout compared to
people who do not have remote-work access. Workplace burnout drops 43% when
employees have remote-work access and their managers demonstrate empathy,
compared to people without remote-work access or empathic managers.
The study also finds employees with remote-work access are 30% less likely to
look for another job in the next year compared to people who do not have
remote-work access. Women with childcare responsibilities are 32% less likely
to report intending to leave their job when they have remote-work access,
compared to women with childcare responsibilities who do not have access to
remote work.
Unsurprisingly, the report observes current, "always-on" expectations at work
are unsustainable, and recommends the following solutions for organizations to
help combat burnout:
-- Create remote-work (
) policies that detail expectations for employees, managers, and teams.
-- Upskill managers on managing remote teams inclusively (
).
-- Invest in programs and stipends for employees who need additional
childcare options.
-- Normalize empathic listening (
) through regular check-ins and other opportunities to share life and work
experiences.
"Burnout leads to turnover, but that can be mitigated by intentional remote
work policies and inclusive, empathic leadership," said Catalyst President &
CEO Lorraine Hariton (
). "Effectively implemented, remote and flexible work options for employees
ultimately help organizations have access to more talent and less turnover as
well as increased innovation and productivity."
Learn more and download the study here [
] .
About Catalyst
Catalyst (
) is a global nonprofit working with some of the world's most powerful CEOs and
leading companies to help build workplaces that work for women. Founded in
1962, Catalyst drives change with pioneering research, practical tools, and
proven solutions to accelerate and advance women into leadership-because
progress for women is progress for everyone.
Contacts:
Naomi R. Patton
Vice President, Media & Public Relations
Catalyst
npatton@catalyst.org
Stephanie Wolf
US Communications Consultant
Catalyst
stephanie@stephaniewolfpr.com
Francine Beck
Canada Communications Consultant
Catalyst
francine@fbstrategiesgroup.com
Frances Knox
EMEA Communications Consultant
Catalyst
frances@frankly-pr.co.uk
SOURCE: Catalyst
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