Over the types of work they do and the processes they use to achieve their goals and develop professionally. Workplace studies consistently have shown that when employees are frequently interrupted, the quantity and quality of their work suffers — as does their wellbeing. Managers position their team members so they are engaged as individuals and provide value to the organization. Managers must do more than point to the mission statement on the wall — they must show how their employees’ contributions make a difference. When people work together and support one another, the workload gets lighter and challenges seem smaller. Give individual contributors a path to advancement that doesn’t require them to be a manager.
About half (45%) of respondents reported they sometimes have trouble getting away from work at the end of a work day, while 22% said that they always do. The solution to this “always on” dilemma is to set very clear boundaries to protect your time.
Find a remote work accountability buddy.
You can use the Taskade Roadmap feature to visualize projects on a timeline. A fluctuating work schedule coupled with overambitious, unattainable goals will create more stress, resentment, and dissatisfaction that’ll push you down the burnout limbo. If you’re struggling to stay focused for more than remote work fatigue 30 seconds at a time, use the Pomodoro technique. Repeat the process four times and take a longer 15-minute break after that. While your home office may seem like a perfect respite from the office grind, 29% of full-time remoters reported burnout in 2020 compared to 18% before the pandemic.
Remember folks, for every cigarette you smoke, God takes a minute of your life and gives it to Keith Richards. Burnout is real, and just because you haven’t experienced it yet, doesn’t mean you won’t. Sure, you can do 12- to 14-hour days, and you can work weekends, I did too, but you can’t do it forever.
Support Job Ownership.
It feels like going to work is more than a chore — it’s almost painful. Burnout feels like having no energy left at the end of the day to help do the things that actually help you unwind from the work you did, all day. Millennials (59%), Gen Z (58%), and Gen X (54%) shared similar burnout rates, whereas Baby Boomers (31%) had significantly lower rates . Reduce micromanagement at work by providing as much job autonomy and flexibility as possible. When wellbeing is a priority, preventing and reducing burnout is an imperative. Notably, when employees are not collaborating, they want privacy and a workspace they can call their own.