While some companies may have benefited from a remote workforce due to the pandemic, not all employees have enjoyed it. The American Psychiatric Association reports that nearly two-thirds of employees felt that working from home was lonely and isolating. Even as companies have increasingly accommodated mental health needs, employees working from home still report negative health impacts.

Many workers say they are comfortable using the decent mental health benefits employers offer. However, about 40% worry about the negative consequences of taking time off or using mental health resources. Employers must carefully consider if company-forced remote work is the best approach for their business and workforce.

Does Everyone Want to Work from Home?

Although the data shows that most people want to work remotely, there are a lot of potential downsides for workers. Besides loneliness and isolation, employees may experience a lack of social experiences, fewer opportunities for recognition and reward, and less connection with their employers. These feelings about working remotely make employees feel disengaged, and recent studies show that disengaged workers are less productive.

Communication is another big concern of remote workers, as remote and hybrid work require changes in the culture to support good communication and collaboration. Women are concerned about burnout from remote work. They also feel that working from home disrupts their work-life balance and that parenting can negatively affect their careers. Likewise, men are concerned about job security.  

While more than half of remote workers report loving working from home and do not want to return to the office, employers must consider the rest of the workforce as well. Disengaged employees with concerns about communication, career prospects, and work-life disruptions will not be productive or happy in their positions, even if mental health resources are available. With remote and hybrid work an entrenched part of doing business, companies need to consider the negatives of remote work and address them to take care of all the employees in their workforce.

How Forced Work-From-Home Can Hurt Morale

For employees who love working remotely, a forced work-from-home policy is welcomed. But for those who struggle with loneliness, isolation, and career concerns, the prospect of never returning to the office can hurt morale, leading to lost productivity and workers quitting. With employees who don’t want to work from home, companies have a big problem if there are no solutions in place to address the difficulties of remote work.

Studies show remote work has benefited companies in many ways and that employees want remote work. Many enjoy the flexibility that remote work provides, plus the freedom from commuting and office distractions. But for those who thrive in the workplace, forced remote work is often an unpleasant experience.

Employee retention, satisfaction, and productivity are all affected by company culture, which, in turn, is impacted by forced work from home. Workplace engagement and morale fall when employees no longer gather for team projects, meetings, and celebrations. Besides loneliness, remote working can cause anxiety.

Feelings of trust, connection, and mutual purpose are negatively impacted by remote work if the company culture is not actively managed well and nurtured. Employees who feel lonely, isolated, and worried about their careers will not be enthusiastic about their work or employer.

Sustainable Workforce Options for the Long Term

Employees value the opportunity for remote work, and companies may not have a lot of options to fully return their entire workforce to the office. As such, remote work is likely here to stay, so companies must find sustainable workforce options for both workers and employers. Companies must consider all factors, from business needs to company culture and employee morale.  

Best practices for sustainable work environments post-pandemic will require leadership to pay attention to possible downsides of remote work and adjust accordingly to bolster and nurture company culture. Communication plays a big part in these improvements. Regularly scheduled check-ins with project updates, expectations, and information about on-site activities keep remote workers connected and more engaged.

Making sure to connect with remote workers through many different channels besides instant messaging lets them know they are valued and part of the team. Video and phone calls convey much more than written communications and engage workers more fully. Team video and phone calls also foster a sense of camaraderie that can counter loneliness and isolation in remote workers.

What Employers Can Do

Forced remote work for all employees may not be the best choice, but for employers who don’t have other options, there are a lot of things that can be done to make it a more inclusive experience for the workforce.

If possible, offering hybrid options gives employees a break from all-remote work. Including remote workers in large in-person meetings through video links, hosting team events over zoom, and celebrating remote workers also promotes healthy working relationships. Off-site social and team events for remote and on-site workers help develop trust and build relationships.

Don’t forget about managers and supervisors who have remote workers. Providing organizational support to educate about remote work and managing remote workers raises awareness of remote work challenges. Supporting and training managers of remote workers helps employees and companies and supports and builds company culture.