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Not to be the bearer of bad news, but the return-to-office debate may never end…especially as hybrid workers are more likely to experience burnout than their remote and in-person counterparts.
Full-time employees on a hybrid schedule experience an average of 1.1 burnout symptoms, which may include “low energy or exhaustion, negative feelings about your job, anxiety about going to work, disappointment with your job performance or with your career prospects,” according to WFH Research. In-person employees average one symptom, while remote workers average 0.7.
Burnout among all employees has reached an all-time high, according to Glassdoor research published in August. “After companies have shifted gears towards laying off workers or cutting costs, you’re seeing more employees talk about burnout in the sense that they’re getting pressure from leaders to do more with less,” Daniel Zhao, lead economist at Glassdoor, previously told HR Brew.
Blurry lines. Why are hybrid workers experiencing more burnout symptoms than their in-person and remote peers? For starters, it’s easier for burnout to go undetected if it bleeds across different work settings, as opposed to being confined to a cubicle or an at-home setup, workplace experts shared on LinkedIn.
Ambiguity. Remote and in-person employees may have clearer boundaries, whereas hybrid workers may face more ambiguity as to what’s expected of them, Dominik Katz, ways of working lead for software company Miro, wrote in Fast Company. Because they have in-person and remote arrangements, hybrid employees may experience heightened pressure to go into the office when it’s not required, and to attend virtual meetings that are optional. He said this may result in burnout.
What can HR do? HR pros can help employees identify and combat their specific burnout symptoms, the Washington Post reported.
Help employees reach a “20% threshold,” Leah Phifer, an employee engagement consultant and founder of consulting firm WhyWork, previously told HR Brew, which means at least 20% of time at work is spent on tasks or activities that “light them up” or “give them energy.”
“HR professionals can help their folks, A, define what those activities are for them, and then, B, do a bit of job crafting to ensure individuals are reaching that 20%. You’re going to provide your folks with a great buffer against burnout,” she said.
