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And 30% of them say they lacked resources to support team mental health.
Burnout was reported most frequently among CXOs (78%) and VPs (81%).
Company culture plays a huge role not only preventing burnout, but also in treating it once it occurrs.
Flexibility is the most popular burnout cure, but remote workers still burnout due to lack of connection.
Employee priorities have shifted to a better life-work balance, stability and
The pandemic seems to have impacted women more than men. Women are more likely than men to feel burned out at work (34% vs. 26%). Pre-pandemic, this gender gap was only about 3%.
While working remotely offers flexibility, distributed teams are still at a 14% higher risk of burnout. Why? Remote work makes relationship building extremely difficult. It's hard to build trust across Zoom and Slack.
At the same time, strong relationships and trust are necessary to make remote teams excellent. We call this phenomenon "The Remote Paradox."
Remote managers consider team building their biggest challenge. Their second biggest challenge is burnout.
Creating a sense of connection and psychological safety in a remote setting probably won’t happen organically. It’s fundamental in developing a company culture, though, and it’s worth investing in because there’s no way around it.
We interviewed 175+ remote first leaders as well looked at burnout trends we've been seeing on our platform and put the data together into actionable insgiths for managers fighting burnout on a case-by-case basis and People Ops tackling it at an organization wide scale. We hope this helps you spot early signs of burnout while you still have time to treat it!
Made with love
by the team at Kona.