Best Practices For Supporting Remote Workers’ Mental Health

All is not well in fully-remote OR fully in-office work. While new Gallup research reveals that fully remote workers are more engaged than even hybrid workers (and fully on-site workers are the least engaged - a slap in the face of RTO), they aren't thriving the most - hybrid workers are. It's perhaps no surprise (to all but some CEO's and managers) that fully on-site workers are thriving the least. Interestingly, hybrid workers experience the most stress (just a hair more than fully remote), and disturbingly, fully remote workers are more likely to experience anger, sadness, and loneliness - by a decent margin. Gallup believes that physical distance can create mental distance and that work becomes "just work" without deeper connections with coworkers that can be more easily formed from spending time together in person. They also think that it's the autonomy that comes with remote work which can create stress and lead to the negative emotions mentioned above. I think these are very interesting findings, and I would like to believe that most companies would take the time to reflect on them and take appropriate action. Here's what I think companies can do: 1. Address the emotional well-being of remote workers with regular check-ins, mental health resources, and virtual social activities to combat isolation. 2. Optimize hybrid work environments by creating create clear boundaries between work and home life, help their workers manage workloads effectively, and ensure hybrid workers aren't overcompensating with longer hours. 3. Explore the advantages of remote work, seek to understand what drives the higher engagement and apply these lessons across all work arrangements. 4. Given that each work arrangement faces different challenges, develop tailored well-being strategies for each work type. A one-size-fits-all approach isn't the way to go. 5. Ensure that remote workers have career development opportunities, opportunities to develop meaningful social connections, and achieve work-life balance to close the thriving gap. 6. For companies that are (or are considering moving to) fully in-office work, reconsider hybrid and/or remote work for the clear benefits. I know - wishful thinking, especially for #6. Here's the full Gallup report: https://lnkd.in/ezQB4K5q #WellBeing #EmployeeEngagement #WorkLifeBalance #FutureOfWork #RTO

Do you ever feel like you're everyone's "work therapist"? Where people come to you and share their stresses, strains, pains and more? On one hand, it's wonderful to be helpful, compassionate, and supportive. (And boy do we need that more than ever!) On the other hand, unless you're actually a licensed mental health professional, you may be overstepping your helping role. This can both tax YOU emotionally, and underserve someone who really would benefit from professional help. As a manager, your role isn’t to diagnose or provide therapy, but to create the conditions where your team member feels supported, respected, and connected to the right resources. Here’s a breakdown of what's actually MORE helpful than being everyone's quasi-therapist. 1. Notice and acknowledge Pay attention to changes in behavior, performance, or engagement. Approach with empathy: “I’ve noticed you seem stressed lately—how are you doing?” 2. Listen, don’t diagnose Offer a safe, nonjudgmental space to talk. Focus on listening and validating feelings, not fixing or labeling the problem. 3. Connect to resources Know your organization’s policies, Employee Assistance Program (EAP), or mental health benefits. Encourage them to access professional help if needed. 4. Adjust work supportively Explore flexible options (deadlines, workload, schedules) where appropriate. Reinforce that performance expectations remain, but show willingness to adapt. 5. Model healthy behaviors Set an example by taking breaks, managing stress openly, and respecting boundaries. Normalize conversations about well-being so team members feel safer sharing. In short: Your role is to notice, listen, support, connect, and model. You’re not their therapist; you’re their leader, creating a culture where mental health is taken seriously and help is accessible. #mentalhealth #wellbeingatwork #stress

5 hard-earned lessons on managing a remote team of 70+: 1 - Embrace the chaos (but add some structure) Look, I'm the first to admit I'm not a fan of rigid processes. But when you're dealing with a large team of remote workers, you need some guardrails. We've implemented just enough structure to keep things moving without killing creativity: • Use project management tools religiously • Set clear deadlines and expectations • Allow flexibility when you can 2 - Overcommunicate, but don't micromanage. Culture Isn't Just for Offices Just because we're not all in the same room all the time doesn't mean we can't have a kickass company culture. At Taktical, we've gotten creative: • Virtual happy hours (yes, they can actually be fun) • Online game nights (nothing builds team spirit like crushing your coworkers in Rocket League) • Random coffee chats (our Slack bot pairs people up for casual convos) Culture is more than just forced fun. It's about creating an environment where people feel valued and connected. 3 - Hire for Self-Motivation When you can't see your team, you need to trust them. That means hiring people who can get shit done without someone breathing down their neck. What we look for: • Track record of delivering results • Strong communication skills • Ability to manage time and priorities Remember, in remote work, output matters more than hours logged. 4 - Tech is Your Friend (Most of the Time) We live and die by our tech stack. But here's the thing – more tools doesn't always mean better communication. We've learned to be intentional about our tech choices: • Slack for quick chats and team bonding • Zoom for face-to-face meetings (camera on, people!) • Notion for documentation and knowledge sharing And yes, sometimes a good old-fashioned phone call can solve problems faster than a string of Slack messages. 5 - Mental Health Matters Remote work can be isolating. We've made mental health a priority at Taktical: • Encourage regular breaks and time off • Provide resources for mental health support • Lead by example (I make sure to unplug and recharge regularly) Remember, burnout is real, and it's your job as a leader to prevent it. Building a remote team isn't easy, but it's incredibly rewarding. We've been able to tap into global talent, reduce overhead, and create a flexible work environment that attracts top performers. Sure, there are challenges. But with the right approach, you can build a killer remote team that's not just productive, but thriving.