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Although it may seem new since the pandemic, remote work has been around since the 1960s, when about 4.7 million Americans worked from home. These numbers fluctuated between 1960 and 2020 (never falling below 2.2 and never rising above 4.7 million), when the situation changed dramatically after the outbreak of the pandemic. In 2021, it is estimated that more than 27.6 million Americans call their workplace home.
Before the pandemic, which normalized working from home, so-called freelancers were often viewed with great skepticism. The stereotypical idea of freelancers showing up to work in their pajamas and goofing around all day was seen as a lack of professionalism and productivity.
Many in the gig economy have long argued that their productivity is higher due to reduced stress resulting from shorter commutes, less supervision and office politics. Without these factors, people can do what they are paid to do and achieve the much-desired but often difficult-to-achieve work-life balance.
The pandemic has changed the way we work and even live, for better and for worse. In fact, working from home offers flexibility that commuting to the office doesn’t. However, it also brings with it some unforeseen challenges, such as isolation, which is at the top of the list.
With a large portion of the team working remotely (sometimes in different countries), organizational leaders manage their team members’ productivity differently than if their team members were remote in an office or cubicle. Differences include managing and promoting emotional resilience.
Related: How to Keep Motivation High in an Asynchronous Workplace
Analysis of emotional resilience
The term “emotional resilience” is not 21st century buzzword bingo. Emmy E. Werner, PhD, a German developmental psychologist, authored the study, which followed the lives of 698 children in Hawaii.
The 40-year study examined the long-term effects of living in chronic poverty with parents whose education did not go beyond eighth grade. Of the 698 participants, 201 grew up in constant conflict, which included alcoholism of one or both parents, mental illness, and/or divorce. These children were classified as “high risk”.
What was notable, however, was that a third of the children in this high-risk group grew into competent young adults who demonstrated resilience and ultimately thrived in adulthood.
Werner discovered that supportive relationships and individual temperament play an important role in fostering resilience. Werner’s work was pivotal in shifting the focus of psychological research from risk factors to understanding how people overcome adversity.
Related: How to Find Remote Jobs That Match Your Values
Applying the Kauai Study to Today’s Workforce
Dr. Werner concluded that people who are considered emotionally resilient are better able to manage their emotions even during times of high stress and can remain focused on solving problems. With this in mind, emotionally resilient employees are less likely to become bogged down by stress while maintaining productivity and engagement.
Considering how much the world has changed from the 1960s to today, it’s safe to assume that the majority of the current 27.6% of teleworkers would not have chosen this arrangement, and yet they have, too how those who have chosen to work from home have done so adapting to their “new normal”. Without the organic social interactions of an office environment, many remote workers may feel emotionally disconnected from their team and leadership, leading to lower productivity and reduced confidence. That’s why emotional resilience is more important than ever.
Buffer is a social media planner that also provides analytics. In 2021 and again in 2023, they surveyed people who work from home.
The 2021 survey of 2,300 people found that 97% loved the flexibility of working from home and would recommend it, but 27% found it difficult to unplug, 16% had difficulty collaborating, and more 16% were lonely.
By 2023, Buffer had increased the number of respondents to 3,000 people. Sixteen percent more respondents had learned to unplug, and the proportion who had difficulty communicating and collaborating fell by half. The number of people experiencing loneliness remained unchanged, and worse, 21% sought seclusion and rarely left the house.
And these numbers make sense. In remote environments where communication feels impersonal and focused more on tasks than camaraderie, remote workers face the challenge of prioritizing emotional well-being over managing work outcomes.
In fact, employees should not be expected to develop emotional resilience on their own. In most cases, it is targeted support from leadership, including clear communication, empathy, and a focus on team collaboration, that it takes to make remote employees feel supported.
Related: Remote work is here to stay. It’s time to upgrade the way you lead.
So what should a manager or department head do?
Leaders who practice empathy in the workplace promote trust and improve communication, which inevitably leads to higher productivity and happier employees.
There are many things organizational and department leaders can do proactively to minimize the loneliness and feelings of disconnection that many remote workers feel.
Consider regular and informal check-ins that go beyond work-related tasks. Check in on your employees’ well-being and be prepared to fully engage. These one-on-one conversations can help your team feel supported, which is crucial in a remote environment.
Everyone on your team needs to take breaks, but this is especially important for those working from home. Prioritizing downtime can go a long way toward preventing workplace burnout.
Think about how you can recreate a sense of community in an office. Virtual team building activities and recognition events can help build camaraderie and reduce feelings of isolation.
Above all, employees need safe, open forums where they can express themselves without penalty. Consider anonymous feedback channels or surveys to ensure everyone feels comfortable expressing their thoughts.
Related: 4 Lies We Tell Ourselves About Remote Work
Emotional Resilience: The Circle Comes Full
The Kauai Longitudinal Study by Dr. Werner revealed that supportive relationships and individual temperament played an important role in promoting resilience. The reverse also applies. Although temperament plays a role in resilience for many, supporting interpersonal relationships is equally important for those who do not have the same innate coping skills. By anticipating this and acting proactively, you can reduce remote work burnout, increase productivity, and build trust at the same time.