Burnout, stress and more: What does the future of employment look like after COVID?

STAUNTON — Burned out. Stressed. Overworked.

That's how some are feeling after working the past two years during a pandemic.

When COVID-19 hit, it was supposed to be just two weeks then back to normal. Now, more than two years later, we've adapted to the "new normal" that continues to be ever-evolving.

Many are able to work from home, a concept that previously left a lot of employers unsure.

"A lot of people came into this thinking that if we ever let our employees work from home they're not going to be near as productive, and thankfully that we've busted that myth because they find that actually, in some cases, they're more productive," Joe Sprangel, an associate professor of business Mary Baldwin University, said.

According to a poll by technological research and consulting firm Gartner, 48% of employees will likely work remotely at least part of the time after COVID-19 versus 30% before the pandemic. That means many organizations are shifting to more remote models, which in turn means those organizations need to shift how employees work and performance are evaluated.

Sixteen percent of employers are using technology more frequently to monitor their employees, according to Gartner. Employers are using virtual clocking in methods, tracking work computer usage and monitoring employee chats or emails.

Other companies, Gartner said, track employee engagement and well-being.

That's the key.

Many workers are feeling burnout and under appreciated due to the stress of the pandemic. Because of that, people have left their longtime careers in order to switch careers, head back to school or take time off. It's what many are coining as the great resignation.

People working from home are also facing more work. According to Forbes, workers are not only taking on more hours, but more responsibility, with 36% saying the increased responsibility is contributing to their burnout.

According to the American Psychological Association (APA), 79% of employees had experienced work-related stress in the month before the survey, which was done in 2021. Nearly three in five employees reported negative impacts of work-related stress, including lack of interest, motivation, or energy (26%) and lack of effort at work (19%). Meanwhile, 36% reported cognitive weariness, 32% reported emotional exhaustion, and an astounding 44% reported physical fatigue — a 38% increase since 2019, the report said.

Although burnout isn't a medical diagnosis, according to the Mayo Clinic, it can affect your physical and mental health. The World Health Organization declared burnout an official occupational phenomenon in 2019.

A heavy workload and a lack of balance between work and life can cause significant health conditions like insomnia, alcohol or substance misuse, heart disease, high blood pressure and more, the Mayo Clinic said.

Most employers are acknowledging that employees should put health first, which could be the reason some are backing away from their careers or switching.

The area's unemployment rate is hovering around 2.3% — which is extremely low. So, why can't certain jobs be filled?

That seems to be the everlasting question that has been plaguing the area since COVID.

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According to the APA, constant workplace stress means exhaustion and a reduction of efficiency. Psychologist Michael P. Leiter said he’s noticed increased cynicism alongside burnout, the APA said.

"A lot of people lost their jobs during the pandemic. And, you know, they're not going to go back to an industry that put them out to ... adrift in the sea, so to speak, when things got tough. They don't feel compelled to go back," Sprangel said. "I think in some cases, they just realize that this job I was doing really, really wasn't that great. Part of it could be a toxic culture, but they put up with it."

Sprangel said that a lot of employees put up with a toxic work environment because it's not aligning with their own current values.

"Another thing that's happening is that the younger generations, if their values don't align with the company, that they're working for more, they're going to leave because they do expect people to be treated much better, not only themselves but the people that are working for," he said. "And that the company should be doing the right thing from an environmental and social standpoint and that sort of thing as well."

The rise in information and social media is also influencing the younger generation. The more informed they are, the more they are able to advocate for themselves. Sprangel said the younger generations have watched their parents go through work tribulations.

"The younger generations have watched their parents go through that you know, oh, well, you're lucky to have a job. Parents are coming home and they're miserable, because the job is miserable," he said. "But they need a job. So they keep the job. I think these generations are just like, OK, that's not good enough for me."

Sprangel is telling his students at MBU one key thing — don't settle.

"Look for a job that does meet what you're looking for. You have a great opportunity right now, because there is so much of the employment gap between what people need and what they're able to have," he said. "It's a great time to be looking for a job ... there's so many different places that you can get jobs now."

Dr. David Huffman, associate professor of economics at Bridgewater College, said that many companies need to be flexible in the current work environment. Can't offer higher wages? Then offer them some other incentives like working remote or more benefits like vacation days.

Huffman says it's a toss up though.

"I think it's kind of hard to tell exactly what's gonna happen because I would have thought that there would be a lot more permanent changes," he said.

With the pandemic slowing down — despite COVID cases still surging at times — some corporations are requiring workers to return to work, despite working from home the past two years. Elon Musk, the CEO of Tesla Motors, is not offering remote work anymore. He's requiring all managers to put in 40 hours a week at the plants.

It also comes down to preference. Some workers are itching to return to the office — they need that stimulation of conversing with coworkers and cohabiting with others during the workday.

"Potential employees do have a lot more leverage in terms of demanding more of a work environment that is more helpful to their well-being instead of just offering a lot of money there," Huffman said. "I just think it's a lot better to have a little bit more flexibility in the work environment because people can then find jobs that are more tailored to kind of what they want what they're interested in."

Laura Peters is the trending topics reporter at The News Leader. Have a news tip on local trends or businesses? Or a good feature? You can reach reporter Laura Peters (she/her) at lpeters@newsleader.com. Follow her @peterslaura. Subscribe to The News Leader at newsleader.com.

This article originally appeared on Staunton News Leader: Here's what the future of employment looks like after COVID-19