-- Remote-work access increases employee well-being and productivity.

Calling it a "crisis at work," Catalyst ( 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=2602948932&u=https%3A%2F%2Fwww.catalyst.org%2F&a=Catalyst 
) found in a global survey that 92% of workers say they are experiencing 
burnout from the stress related to their workplace, their Covid-19 work 
experiences, and/or their personal lives. A solution to improve employee 
well-being-as well as productivity, innovation, retention, and 
inclusion-researchers say, is access to remote work. For women, who have been 
disproportionately impacted by job losses during the pandemic, these findings 
are critically important. 

Logo - https://mma.prnewswire.com/media/732308/Catalyst_Tagline_Logo.jpg  

The study, Remote-Work Options Can Boost Productivity and Curb Burnout, [ 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=3137411959&u=https%3A%2F%2Fwww.catalyst.org%2Freports%2Fremote-work-burnout-productivity%2F&a=Remote-Work+Options+Can+Boost+Productivity+and+Curb+Burnout%2C 
] surveyed nearly 7,500 employees across the globe and defines burnout as "the 
physical and psychological exhaustion that comes from prolonged stress with 
negative consequences, including mental distance from one's job and feelings of 
professional inefficacy." It is the first installment of Catalyst's Equity in 
the Future of Work research series.

In the analysis, author Tara Van Bommel, PhD ( 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=469809715&u=https%3A%2F%2Fwww.catalyst.org%2Fbio%2Ftara-van-bommel-phd%2F&a=Tara+Van+Bommel%2C+PhD 
) identifies three types of burnout: work burnout, Covid-19 work burnout, and 
personal burnout. Remote-work access curbed all three types of burnout 
regardless of group differences such as gender or child-caregiving status. 
These data illustrate that what works for women in the workplace works for 
everyone. 

The data show that when companies offer remote-work options-including a 
flexible work location, distributed teams, and/or virtual work/telework/working 
from home-employees report a 26% decrease in workplace burnout compared to 
people who do not have remote-work access. Workplace burnout drops 43% when 
employees have remote-work access and their managers demonstrate empathy, 
compared to people without remote-work access or empathic managers.

The study also finds employees with remote-work access are 30% less likely to 
look for another job in the next year compared to people who do not have 
remote-work access. Women with childcare responsibilities are 32% less likely 
to report intending to leave their job when they have remote-work access, 
compared to women with childcare responsibilities who do not have access to 
remote work.
Unsurprisingly, the report observes current, "always-on" expectations at work 
are unsustainable, and recommends the following solutions for organizations to 
help combat burnout: 

  -- Create remote-work ( 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=209262019&u=https%3A%2F%2Fwww.catalyst.org%2Fresearch%2Fhybrid-work-resources%2F&a=remote-work 
) policies that detail expectations for employees, managers, and teams. 
  -- Upskill managers on managing remote teams inclusively ( 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=454713651&u=https%3A%2F%2Fwww.catalyst.org%2Fsolution%2Fremote-teams-knowledge-burst%2F&a=managing+remote+teams+inclusively 
). 
  -- Invest in programs and stipends for employees who need additional
     childcare options. 
  -- Normalize empathic listening ( 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=1424746641&u=https%3A%2F%2Fwww.catalyst.org%2Fresearch%2Fempathy-workplace-infographic%2F&a=empathic+listening 
) through regular check-ins and other opportunities to share life and work 
experiences.

"Burnout leads to turnover, but that can be mitigated by intentional remote 
work policies and inclusive, empathic leadership," said Catalyst President & 
CEO Lorraine Hariton ( 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=302925565&u=https%3A%2F%2Fwww.catalyst.org%2Fbio%2Florraine-hariton%2F&a=Lorraine+Hariton 
). "Effectively implemented, remote and flexible work options for employees 
ultimately help organizations have access to more talent and less turnover as 
well as increased innovation and productivity." 

Learn more and download the study here [ 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=1793966051&u=https%3A%2F%2Fwww.catalyst.org%2Freports%2Fremote-work-burnout-productivity%2F&a=here 
] .

About Catalyst
Catalyst ( 
https://c212.net/c/link/?t=0&l=en&o=3176103-1&h=801616577&u=http%3A%2F%2Fwww.catalyst.org%2F&a=Catalyst 
) is a global nonprofit working with some of the world's most powerful CEOs and 
leading companies to help build workplaces that work for women. Founded in 
1962, Catalyst drives change with pioneering research, practical tools, and 
proven solutions to accelerate and advance women into leadership-because 
progress for women is progress for everyone.

Contacts:
Naomi R. Patton
Vice President, Media & Public Relations
Catalyst
npatton@catalyst.org

Stephanie Wolf
US Communications Consultant
Catalyst
stephanie@stephaniewolfpr.com

Francine Beck
Canada Communications Consultant 
Catalyst
francine@fbstrategiesgroup.com

Frances Knox
EMEA Communications Consultant
Catalyst
frances@frankly-pr.co.uk

SOURCE: Catalyst