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Much more complicated than when they appeared

April 23, 2021

5 minutes of reading

Comments expressed by Businessmen the contributors are their own.

Have you or your staff gone through it yet exhausted while working from home and Zoom is tired Over the past months? Do you experience this burnout regardless of the alleged benefits of working remotely and using video conferencing for meetings?

Unfortunately much of the effort is resolved WFH Burnout focuses on trying to treat symptoms regardless of the root cause, which stems from companies merely adjusting “Office culture“to suit remote work.

To beat WFH burnout, companies need to understand the truth of the problems that lead to WFH exhaustion in order to adapt and excel in our new worlds. On the other hand, use office culture for performance merely tying a square pin to a round hole, exhausting many employees.

Related: Should business leaders worry about new strains of life?

Identify 12 problems that cause burnout from working from home

After integration social intelligence and emotional expertise With research into the problems surrounding working from home during this pandemic, I was able to come up with these two confusing concepts into a wide range of factors:

1. Deprivation of the basic human need for meaning and function. Perhaps the most important problem is that most people don’t realize that we don’t just experience exhaustion from working from home; we are denied meeting basic human needs for meaning and purpose that we used to do get from work. It is important to remember that sense of self, self-narrative and meaningful sense of life have a lot to do with our work. It all got interrupted when we switched to remote work.

2. Deprived of basic human connection needs. The working and community environments we have also meet our need for connectivity. Working from home makes us lose our ability to successfully connect with co-workers as humans, instead of tiny squares on screens.

3. Inability to establish and maintain trust. In the workplace, it’s simple to build trust through casual interactions. This trust structure doesn’t happen easily in virtual installations. There’s a specific reason teams start virtual, but then meet face-to-face at the office, working together. significantly better after doing so. On the other hand, teams transitioning from direct installation to virtual installation ultimately lose their sense of trust and shared humanity.

4. Deprivation of informal counseling and training. An important part of on-the-job training and learning comes from informal mentorship from senior peers. It also comes from the observational career advancement you get when you see how your colleagues perform their duties. Losing this mentoring is a particular challenge for young workers.

5. It’s not just “Tired Zooming.” Yes, dedication from the videoconferencing is a real experience. However, it’s not about Zoom itself or any other video conferencing software application. The problem stems from our visual expectations of virtual meetings that energize us by connecting with people. Live events, even if they were purely professional events, allowed us to connect in a person-to-person manner. However, our feelings are simply not to treat video conferencing meetings as actually connecting us on a human-to-human level.

6. Tie a square pin to a round hole. Lots of businesses try to create the social and emotional glue of the workplace culture with Zoom hours of fun and similar events to convert directly linked activities into virtual formats. Unfortunately, such operations It is almost impossible to meet our needs. As with other video conferences, we’ve visually raised expectations. We feel unsatisfied and annoyed by not meeting our requests.

7. Insufficient skills in remote technology tools. This leads to reduced performance and discourages the experience for those who are asked to collaborate.

8. Lack of effective remote communication skills. Notoriously difficult to communicate effectively, even face-to-face. As teams in the office become virtual groups, effective interactions become much more difficult.

9. Insufficient remote reliable cooperation skills. There is no natural way to get the informal interactions needed, which is the key to good teamwork and collaboration. Voice and body language play an important role in recognizing developing problems and communicating from afar gives us less chance of spotting such problems.

10. Lack of accountability. The environment at the office allows natural methods to hold employees accountable. Leaders can quickly walk around the office, look around and observe what’s going on. They can also quickly check with their subordinates about projects. The same applies to peer interactions: Ignoring an email with a question is much easier than having someone stand in the doorway into your office or stop you in the hallway. You will need to replace accountability with a different structure for virtual work.

11. Poor home working environment. Some employees may have reliable internet connections, good equipment and adequate home office space, but others do not. Considering the limitations caused by the pandemic, renovating home work areas will take a significant amount of time and resources that many people may not be available to.

12. The line between work and poor life. The there is a problem separating work and personal life stems from the actions of both the employer and the employee. In the long run, poor boundaries trigger extra performance, increase errors, and ultimately exhaustion.

Related: How entrepreneurs can deal with unconscious biases

Zoom fatigue and home-work exhaustion are much more complicated than they might seem. It is normal to make a change to your wholesale strategy to restructure your company policy and culture from an urgent mindset of working from home to working remotely – full time or in conjunction – is normal. our new one.



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