If you believe the stereotype of remote workers, everyone who works outside the office has it easy. But new data released by Gallup suggests otherwise.
Fully remote workers have the highest levels of engagement but are less likely to be achieving work-life balance, Gallup says. Only 36 percent of remote workers surveyed say they were thriving in their lives overall, compared with hybrid workers (42 percent) and on-site remote-capable workers (42 percent). Only their fully on-site non-remote-capable counterparts (30 percent) reported a lower rate of personal fulfillment.
So much for the joys of freedom.
“These findings suggest that being a fully remote worker is often more mentally and emotionally taxing than working on-site or working in a hybrid arrangement,” Gallup said in a May release.
Furthermore, fully remote employees are also more likely to report experiencing anger, sadness and loneliness than hybrid and on-site workers, Gallup said. They are more likely to report experiencing a lot of stress the previous day (45 percent) than on-site workers (39 percent for remote-capable, 38 percent for non-remote-capable), while having about the same stress level as hybrid workers (46 percent). These differences hold true even when accounting for income, Gallup said.
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The data suggest organizations that want to support the work-life balance goals of employees can’t assume workers, including remote employees, are achieving balance on their own. These best practices can help encourage a workplace environment that supports work-life balance:
Review company policies: Rules around vacation, sick time, scheduling, and other time off can have unnecessary obstacles. Review policies for opportunities to simplify, streamline, and otherwise improve.
Consider what the workplace culture conveys: Messaging the importance of work-life balance is good, but what does your culture reward? If promotions typically go to those burning the midnight oil, your organization might be sending mixed messages about what is valued.
Assess staffing needs: While keeping a low overhead is important, employee well-being must also be a priority. Review staff levels across the organization to ensure one employee’s vacation doesn’t burden employees who are covering for them. If that is happening, it can create an atmosphere of resentment.
Manage meeting times: When folks try to schedule a large meeting, especially at the last minute, doing so might create problems. Lunchtime meetings, early meetings, and late meetings also can interfere with employees’ non-working hours. Avoid them.
For employers looking to go further, here are some other tips on creating a positive culture for work-life balance:
- Consider flexible work arrangements: Flexible schedules, remote work options, and hybrid models can accommodate individual needs and preferences.
- Offer additional time off: Give workers additional time to recharge their batteries with more paid holidays, half days before long weekends, summer Fridays, or extra days off for birthdays or wellness.
- Give mental-health and well-being support: Provide resources for counseling or stress reduction, mental health days, and encourage employees to prioritize self-care.
- Implement family-friendly policies: Programs that support childcare and adult care needs, and even ones that allow pets at the office, can support employees and reduce stress.
- Communicate and set expectations: Provide clear communication regarding work hours, meetings, and availability. Consider implementing automated reminders for managers to respect time off and encourage employees to unplug during vacations.
Here’s another suggestion that can help employees who struggle: Place transition work blocks on the calendar before and after paid time off. This allows time to prepare to be off and time to catch up upon return.
Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces
