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75% of Workers Are Burnt Out Due to Coronavirus – Learn How Employers Can Help

September 4, 2020

By Heather Nezich, courtesy of SBAM Approved Partner ASE

A new survey from FlexJobs and Mental Health America (MHA) reports that 75% of workers have experienced burnout, and 40% of those polled said it was a direct result of the Coronavirus pandemic.

76% of respondents were currently working remotely, and 37% stated that working at home has meant longer hours.  Other contributing factors to the burnout include disruptive responsibilities throughout the day, family disturbances, and the addition of at-home schooling.

Top stressors reported include:

  • COVID-19
  • Personal finances
  • Current events
  • Concern over family’s health
  • The economy
  • Job responsibilities

How Can Employers Help?

For 56% of respondents, having flexibility in their workday was overwhelmingly listed as the top way their workplace could better support them. Encouraging time off and offering mental health days were tied for second and third at 43%. 28% felt that increased PTO and better health insurance were the next best ways to provide support.

Survey respondents say they would be open to participating in virtual mental health solutions if they were offered through their workplace, such as:

  • Meditation sessions (45%)
  • Healthy eating classes (38%)
  • Virtual workout classes (37%)
  • Desktop yoga (32%)

Only 21% said they were able to have open, productive conversations with the HR department and ask for solutions for their burnout, and 56% said their HR departments did not encourage discussions on burnout.

“Company leadership, including executives, HR, and management, have a responsibility to their employees to model and talk openly about behaviors that reduce stress, prevent burnout, and help employees establish the appropriate boundaries when working remotely,” said Paul Gionfriddo, president and CEO at MHA.

Tips to help remote workers avoid burnout include:

  • Develop boundaries. Encourage employees to have a dedicated work space that you can leave at the end of the day, and start and end your work day with a ritual that signals to your brain it’s time to change from work to personal, or vice versa.
  • Turn off email and work notifications. Employees should set time aside for family time and to inform their teams of their general schedule of availability.
  •  Focus on work during work hours.  Just like the above, encourage employees to set boundaries at home as well, which will reduce “life” responsibilities creeping into their day.
  • Offer flexible scheduling. Offering flexible scheduling will allow your employees to balance personal and work activities – especially with many schools starting remote.
  • Take a mental health screening. MHA offers a free, confidential and anonymous mental-health screen.  Share resources such as this with your employees.
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