What You Need to Know
As remote and hybrid work models continue to evolve, employers are grappling with their impact on workforce retention, productivity, and overall well-being. Whether managing fully remote teams or implementing hybrid arrangements, organizations are increasingly focused on meeting the mental health needs of their employees—no matter where they work.
While many remote workers enjoy benefits like increased flexibility to manage work and family demands or a reduction in stress from commute-free days, some employees working remotely also face challenges like:
- Social isolation
- Collaborating effectively with colleagues
- Blurred boundaries between work and personal life
- Staying motivated and accountable
- Feeling disconnected from the mission or the team.
Supporting Connection
Lacking unplanned face-to-face encounter like small talk around the copier may contribute to feelings of loneliness and isolation for some remote employees. Ways to cultivate and encourage connection include:
- Building camaraderie. Begin virtual or in-person meetings with intentional social engagement. Allow time for genuine interaction and acknowledge personal wins or milestones. Learning about colleagues’ interests and activities outside of their work can improve connection and foster work relationships.
- Strengthening virtual communication skills. Encourage team members to engage by staying on camera during virtual meetings and using nonverbal cues to show they are listening, like nodding, using “reactions,” and using the chat as an interactive tool.
- Holding meaningful 1-on-1 conversations. Gallup research highlights the importance of regular, meaningful conversations between managers and their team members—recommending at least one per week. Regular 1-on-1s are an opportunity to focus on the employee, rather than tasks and deliverables, and give them a chance to share how they are doing -- rather than the status of what they are doing.
Recognize and Respond to Subtle Signals
In virtual settings, it’s essential for people managers to stay attuned to subtle cues that may indicate an employee is struggling. These signals can include changes in voice tone, appearance, body language, energy levels, and overall engagement during meetings. Beyond the screen, warning signs might show up as missed deadlines, declining performance, interpersonal conflict, absenteeism, or concerning interactions with clients or customers.
If a manager has concerns about an employee’s mental health, it’s important to initiate a private one-on-one conversation. Avoid recording the meeting and create a safe space for open dialogue and confidential support.
Establish Clear Boundaries Between Work and Personal Life
For many in-person employees, the daily commute serves as a natural transition between work and home—helping to mentally separate professional responsibilities from personal time. Remote workers, however, often struggle to “switch off,” feeling the pressure to be constantly available in a home environment that doubles as their office.
To support healthy boundaries, employers should set clear expectations around communication norms, response times, and work/life balance. Encouraging employees to disconnect outside of working hours and respecting those boundaries can go a long way in promoting well-being and preventing burnout.
Shift Toward Evaluating Accomplishments
For employers concerned about productivity or recognition in remote environments, shifting the focus from hours worked to outcomes achieved can be a game-changer. Evaluating employees based on accomplishments—rather than activity—aligns with the flexibility remote work offers, allowing individuals to perform at their best when they feel most energized and focused.
Project and task management tools can support this approach by helping managers track progress, collaborate on key initiatives, and maintain visibility on timelines and deliverables. An accomplishment-driven evaluation model provides employees with clear expectations and a sense of ownership.
Manage "Zoom Fatigue"
For many remote employees, their day is defined by video calls, often leading to stress, exhaustion, and a sense of burnout. Experts recommend several strategies to help mitigate “Zoom fatigue”:
- Set clear agendas to keep meetings focused and efficient.
- Turn off self-view to reduce the anxiety and distraction some experience by seeing their own image all day.
- Use neutral backgrounds to reduce additional visual stimuli and to help others focus.
- Avoid multitasking. Close unnecessary tabs to stay present and focused during the call.
- Build in breaks between video calls and spread-out meetings to allow time for rest and reset. Encourage audio-only options when video isn’t essential, giving employees a chance to recharge.
- Limit unnecessary meetings and consider whether a quick message or email could suffice.
- Follow the 20-20-20 rule: Every 20 minutes, look at something 20 feet away for 20 seconds to relax the eyes.
By being intentional about how and when video meetings are used, employers can help preserve energy, reduce stress, and support overall well-being.
Encourage Movement and Breaks
Promote the importance of regular movement throughout the workday. Encourage employees to take short breaks to stretch, walk, or step away for bio-breaks. Physical activity can significantly boost mental health, reduce stress, and enhance overall well-being. Building these moments into the day helps create a healthier, more sustainable work rhythm.
To Learn More
- Managing Remote Employees: 7 tips and Best Practices
- In New Workplace, U.S. Employee Engagement Stagnates
- HubSpot’s 2023 Hybrid Work Report Uncovers Connection as Key Theme Driving the Future of Work
References
- Gallup, In New Workplace, U.S. Employee Engagement Stagnates, Jan. 2024, https://www.gallup.com/workplace/608675/new-workplace-employee-engagement-stagnates.aspx