2020 required adjustment from everyone, regardless of role or industry. With an estimated 56% of the U.S. workforce holding jobs compatible — at least partially — with remote work, daily routines began to look very different. For many Americans, working from home quickly became the new normal, bringing with it a growing concern for leaders everywhere: work-from-home burnout.
Working remotely didn’t just change where we work — it changed how, when, and how often work shows up in our lives.
More than 69% of employees report experiencing burnout symptoms while working from home, a nearly 20% increase from a similar survey conducted earlier in the year. This rise has had a noticeable impact on both productivity and employee wellbeing, making it more important than ever to recognize the signs of burnout and distraction fatigue before they escalate.
Work-from-home burnout is often driven by a lack of boundaries and an inability to fully disconnect. The routines that once separated work from personal life — getting dressed, commuting, physically leaving the office — largely disappeared. Now, many employees move straight from bed to meetings, answering emails and updating tasks without a clear start or end to the workday.
When home becomes the office — and sometimes even the school or daycare — the line between work and personal life can disappear entirely.
Outside of traditional working hours, employees are still responding to emails, managing projects, and checking task lists — time that was once reserved for family, rest, or personal decompression. Over time, this constant connectivity takes a toll.
Adding to the challenge is the loss of informal, in-person support. Employees no longer have coworkers nearby to lean on for quick questions or casual conversation, nor can they stop by a manager’s office for guidance. Instead, interactions are filtered through screens and scheduled calls — giving rise to what many now recognize as Zoom fatigue.
Isolation, even when supported by technology, can erode motivation, connection, and engagement over time.
While it’s critical for leaders to recognize signs of burnout among their teams, doing so has become more difficult in a remote environment. Physical distance and limited visibility can mask early warning signs, making intentional check-ins and proactive support more important than ever.
How to Successfully Transition to a Remote Environment
Since transitioning to a fully remote, work-from-home environment earlier this year, Hueman has intentionally created safe spaces and optional engagement opportunities to help employees avoid burnout and WFH fatigue.
One example is the transition of our Bring Your Own Book (BYOB) club to a virtual format. The club has held two virtual meetings so far, with attendance remaining consistent. BYOB provides employees with a chance to connect, step away from daily work demands, and enjoy a shared experience outside of their usual routines.
Connection doesn’t disappear in a remote environment — it simply needs to be created with intention.
In addition, Hueman hosts weekly Friday games via email, giving employees an opportunity to engage in lighthearted activities throughout the day. These games range from trivia and word scrambles to bingo, with hourly winners receiving gift cards from local businesses.
Other ongoing initiatives include:
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Monthly wellness newsletters filled with practical tips
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Group Zoom exercise sessions
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PenPal programs that encourage connection across teams
Together, these efforts help keep employees engaged while offering simple, healthy breaks from the workday and encouraging meaningful interaction.
Preventing Burnout
Preventing work-from-home burnout also requires intentional effort at an individual level. One of the most important steps is establishing clear boundaries between work and personal life.
Employees can start by:
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Creating a dedicated workspace used only during work hours
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Setting clear office hours — and honoring them
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Fully disconnecting at the end of the day by shutting down work devices, logging out of email, and silencing notifications
Once the workday ends, it’s important to shift focus. Whether it’s starting a new hobby, tackling a personal project, or simply making time to rest, prioritizing self-care helps prevent long-term burnout.
Rest isn’t a reward for productivity — it’s a requirement for it.
What Leaders Can Do
Leaders can also support their teams by:
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Holding regular one-on-one check-ins
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Asking how employees are doing both professionally and personally
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Offering help with workloads and projects
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Explicitly giving permission to take breaks when needed
A supportive culture is built not just on performance, but on trust, empathy, and flexibility.
We are living in unprecedented times, and while remote work can feel isolating, we are often more connected than ever. If support is needed, employees should feel encouraged to reach out to teammates or leaders.
Just because we may not be in the office together doesn’t mean we’re alone.
