By John Boitnott
The increasing popularity of hybrid work models has produced an unexpected consequence: remote work anxiety. Many employees say that working remotely leaves them feeling lonely, stressed out, less motivated and ultimately leads to lower levels of productivity.
A recent survey by InsurTech company Breeze found 47 percent of remote workers are experiencing remote work anxiety as their coworkers return to the office. This anxiety is caused by many factors—including a fear of missing out, imposter syndrome, and plain old burnout.
Sixty-six percent of remote workers with remote work anxiety said it impacts their overall productivity, while 54 percent said remote work anxiety makes them feel exhausted, lethargic, or have difficulty sleeping. Some of the employees also said they get depression, irritability, sadness, and/or panic attacks as a result.
Because 25 percent of respondents say their remote work anxiety only began once their colleagues started returning to the office, the problem may get bigger as many companies transition to a fully hybrid model moving forward.
These statistics are certainly cause for concern if you’re building a hybrid or fully remote work model. But, there are several steps you can take to reduce remote work anxiety at your company and create a healthier, more productive workplace for your remote team members.
Give Positive Affirmation
Giving positive feedback to your employees may be the easiest way to help combat remote work anxiety. Forty-seven percent of employees with remote work anxiety say their anxiety stems from concern their employer will think them lazy for choosing to work remotely. In response to these feelings, remote workers may overcompensate by taking on extra projects or working later hours.
Simply acknowledging the work your remote employees are doing and expressing your appreciation or satisfaction with their work could go a long way toward easing remote work anxiety.
You could also consider scheduling one-on-one check-ins with your remote workers to talk about their workload. This is a great opportunity to reassure your employees that you’re not judging them for their choice to work remotely and add in some positive feedback while you’re at it.
