5 Ways Managers Can Support Remote Work-Life Balance

Written by: Savannah Hayes | June 3, 2024

For many organizations, remote work is the new normal. Whether it was intentional or not, a much larger percentage of employees are working from home than ever before. 

In 2022, the United States Board of Labor reported that as much as 27.5% of employees worked from home at least some of the time. With this shift in the workforce, there are also shifts in work-life balance.

There are tons of benefits to being able to work from home, but of course, there are also drawbacks. Without a commute, without offices to chat with coworkers, and with new ways of monitoring employee work, remote work-life balance has changed.

Missing out on a healthy work-life balance is one of the fastest ways to burnout. Instead of letting burnout get the best of your team, focus on caring about your employees’ well-being by learning about remote work-life balance.

Preventing Burnout with Remote Work-Life Balance

Burnout happens when you’re exhausted not just physically, but also mentally and emotionally. If you’ve ever been overwhelmed, burnout is that same feeling spreading to every aspect of your life.

Preventing burnout at the workplace shouldn’t just fall on the shoulders of the employee. Managers, leaders, and employers can have massive effects on the well-being of team members — especially when working from a distance.

Bringing work back home from the office can contribute to emotional exhaustion, one of the three main factors of burnout. But if work is always at home, how can employers encourage a healthy remote work-life balance? 

Supporting remote employees goes beyond tech equipment and happy hours. Here are five ways to start promoting remote work-life balance as a manager.

How Managers Can Support Remote Work-Life Balance

1. Prioritize breaks

It’s almost impossible to work for 8 hours straight with no breaks. People aren’t machines. Instead of only allowing specific break times, allow remote employees to take breaks as needed.

According to the American Psychological Association, even short breaks have benefits that improve attention and focus. Don’t know what these breaks should include? Try encouraging team members to try stretching, taking a quick walk, or having a short social call.

To boost focus, shorten meetings by 5 minutes to give everyone a chance to transition smoothly. This also gives everyone extra time to prepare for their next meeting instead of feeling overwhelmed with back-to-back events.

2. Allow flexibility for employees 

Employers and managers can often be hesitant to provide more flexibility for remote team members since productivity is top-of-mind. It’s okay to let go of this fear because flexibility in work schedules actually leads to higher productivity. The entire team also benefits because when employees feel they have more control over their jobs, they’re less burnt out and report a higher work-life balance. 

Having more flexibility while working remotely also supports employee well-being. With less strict schedules, parents can care for children better, students can work around their classes, and employees are able to care for their own needs and well-being throughout the day.

This isn’t to say set your employees completely free. Flexibility isn’t a one-size-fits-all approach. To find what works best for your team, work with your human resource department to determine which policies and procedures will work best for both organizational goals and employee well-being. 

Don’t forget to communicate expectations with your team. With more clarity around work-from-home policies, it’s easier for employees to feel empowered to work within them.

3. Nurture social connections 

Working from home can feel isolating, which is why encouraging social connections is a big deal for remote work-life balance. For some, social connections can be exactly what lights their fire, which is why this tip shouldn’t be ignored.

Where in-office settings have the benefit of “microbreaks” when co-workers chat in the hallway or before meetings, remote employees have to be intentional about socializing. These smaller breaks, as mentioned before, boost focus and attention. Even better, the longer the break, the bigger the benefit.

Having a manager check in personally beat other social activities like lunch and learns or coffee breaks when remote employees were surveyed by MIT in 2020. Having a quick chat with team members or checking in about their day supports remote work-life balance while also giving managers a break.

4. Encourage self-development

Support at work is valuable for both employer and employee. When that extends to growing career-related skills and self-development, everybody wins. The employee gets to expand their knowledge or skillset, and the employer gets a more effective employee.

Self-development or professional development can include formal education, new job experiences, deepening professional relationships, and assessments that help employees learn about themselves in order to grow. Encouraging skills relating back to the employee’s career also inspires them to stay with their company longer.

Other formal employee development programs can include classroom instruction, online courses, college degree programs, and mentorship programs. These programs are typically designed with specific goals, learning objectives, assessments, and expectations so the employee can work on themselves while following company standards.

Beyond work-related development, taking time for oneself can reduce chances of burnout. When the boundaries between work and home life can be blurry, letting employees prioritize their own well-being and development has the greatest benefits.

5. Lead by example 

The old saying, “Monkey see, monkey do,” still applies after everyone has grown up. It’s especially relevant when team members look up to their senior leads to set the example of remote work-life balance.

If you were to hear about your manager working until 8 pm every night, you might feel more pressure to stay at your desk longer. Similarly, if you see your manager prioritize family and take time off to spend with loved ones, you’re more likely to be comfortable asking for time off to do the same.

Leaders who are authentic in their words and actions help employees feel comfortable also being authentic. That authenticity relates back to employee well-being and engagement within the organization. At the end of the day, what the leader sets as an example is what people are most likely to follow. Prioritize your own work-life balance for a healthier workforce.

How Refresh Is Setting New Standards

Refresh sets the example of remote work-life balance by offering flexible working schedules, regular check-ins, and encouraging career-related development both internally and externally. We’re an authentic team that supports each other while recognizing that greater employee well-being means greater organizational well-being. 

Want to learn how you can bring better remote work-life balance to your team? Reach out and discover what the Refresh Wellness Platform can do for your team today.