A recent study by Barco analyzed the reasons for the problem tacit neglect and burnout in a hybrid work environment, the document notes that one in four employees (27%) admit to burnout due to chronic work stress. Additionally, one in three collaborators You don’t know if your remote colleagues are going through the same thing.
“Hybrid models are popular because of their versatility, but companies must be careful not to be a double-edged sword. Because of this, remote collaborators may feel less able to communicate the pressures they face and the layoffs” says Rodrigo Cornejo, manager in Mexico and Director of LATAM Channels at Barco.
In this way, work stress is disguised and becomes major issue of disengagement with the company if not responded. The report also highlighted that staff confirmed that poor management (23%), technology overload (14%) causes them to leave work. Meanwhile, 72% said they had negative hybrid work experience.
He Boat Meeting Barometer, an annual index of worker satisfaction with its hybrid meeting environment, showed increases in worker satisfaction from -38 to -25 in the UK, Germany, France and the US. And while the numbers are increasing, there’s a general feeling of need to make significant improvements.
Other relevant data from the Barco study
-19% of employees say hybrid work negatively impacts their job
-35% mentioned that they miss face-to-face interactions with their peers
-65% of office workers spend more time there than remote
-23% of employees report termination due to mismanagement
How can companies help disengaged employees?
The study shows that one in three workers who work in an office find it easier to get to know co-workers he is overworked or stressed by his facial expressions. For this reason, remote collaborators risk going unnoticed by their team28% of those surveyed indicated digital overload.
“Businesses can reap the benefits by facilitating better collaboration experiences and investing in technology to increase inclusion and equity in the hybrid workplace. With the right tools, policies and practices, the boundaries between work and personal life can be respected for smoother collaboration,” said Cornejo.
in this sense, employee experience is key vs. lack of engagement with organizations, for this reason it is recommended that managers keep lines of communication open, asking for their opinion and thanking them on a regular basis. They must also understand that the transition to the “new normal” it doesn’t mean a return to the “old” way of working.
Companies must actively listen to their employees and taking the time to detect social, biological, practical, or verbal indicators of job stress. Finally, the document states that a quarter of workers feel stressed for all the meeting technology you want them to use.
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