Although it may seem new since the pandemic, telecommuting has been around since the 1960s when about 4.7 million Americans worked from home. These numbers fluctuated between 1960 and 2020 (never falling below 2.2 or rising above 4.7 million) when things took a dramatic turn once the pandemic hit. As of 2021, it is estimated that more than 27.6 million Americans call home their workplace.

Before the pandemic, which normalized work-from-home scenarios, so-called freelancers were often viewed with considerable skepticism. Seen as missing in professionalism and productivitythe clichéd belief was that freelancers showed up to work in their PJs and punched all day.

Many in the gig economy have long argued that their productivity is higher due to reduced stress due to a shorter commute, less supervision and office politics. In the absence of these factors, people can do what they are paid to do and, moreover, achieve that much-coveted, but often elusive, work-life balance.

For better or worse, the pandemic changed the way we work and even live. Indeed, working from home offers flexibility that commuting to the office does not. However, it also comes with some unforeseen challenges, with isolation at the top of the list.

Adapting to a large part of the team working remotely (sometimes in different locations), organizational leaders manage the productivity of their team members differently than when their team members were in an office or a bedroom away. Among the differences is the management and promotion of emotional resilience.

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Breaking down emotional stability

The term “emotional resilience” is not a familiar 21st century “bingo”. Emmy E. Werner, PhD, a German developmental psychologist, wrote STUDYwhich followed the lives of 698 children in Hawaii.

The 40-year study looked at the long-term effects of living in chronic poverty with parents whose education did not go beyond the eighth grade. Of the 698 participants, 201 grew up in ongoing conflict, which included one or both parents' alcoholism, mental illness, and/or divorce. These children were classified as “high risk”.

However, it is worth noting that one-third of children from this high-risk group grew into competent young adults who displayed resilience, eventually thriving in adulthood.

Werner found that supportive relationships and individual temperament played important roles in fostering resilience. Werner's work was instrumental in shifting the focus of psychological research from risk factors to understanding how individuals overcome adversity.

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Applying the Kauai study to today's workforce

Dr. Werner concluded that people who are considered emotionally stable are better at managing their emotions, even during periods of high stress, and are able to stay focused on solving problems. With this in mind, emotionally resilient employees are less likely to be overwhelmed by stress while maintaining productivity and engagement.

Given how much the world has changed from the 1960s to today, it's safe to assume that most of the current 27.6% of remote workers would not have chosen this arrangement, and yet they, like those who have chosen to work from home, have adjusted to their “new normal”. Without the organic social interactions of an office environment, many remote workers can feel isolated emotionally detached from the team and their leadership, resulting in less productivity and lower self-confidence. This is why emotional stability is more critical than ever.

Buffer is a social media scheduler that also offers analytics. In 2021 and again in 2023, they surveyed people who work from home.

The 2021 survey of 2,300 people found that while 97% liked the flexibility of working from home and would recommend it, 27% found it difficult to unplug, 16% struggled with collaboration and another 16% were lonely.

By 2023, Buffer had increased the number of respondents to 3,000 people. Sixteen percent more respondents had learned how to unplug, and the percentage of those who had difficulty communicating and collaborating dropped by half. The number of those who experienced loneliness remained unchanged, and worse, 21% resorted to isolation, rarely leaving the house.

And these numbers make sense. In remote settings, where communication can feel impersonal and focused more on tasks than on society, remote workers are challenged to prioritize emotional well-being over managing work outcomes.

As it happens, emotional resilience is not something employees have to develop on their own. More often than not, intentional support from leadership, including clear communication, SENSITIVEand a focus on team bonding, is what remote workers need to feel supported.

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So what's a manager or department head to do?

Leaders who practice empathy in the workplace foster trust and improve communication, which invariably leads to increased productivity and happy employees.

There are many things that organizational and departmental leaders can do proactively to minimize the sense of loneliness and disconnection that many remote workers experience.

Consider regular and informal checks that go beyond job-related tasks. Ask about the well-being of your staff members and be prepared to be fully engaged. These one-on-ones can help your team feel supported, which is essential in a remote environment.

Everyone on your team should take a vacation, but it's especially important for those who work from home. Prioritizing downtime can go a long way toward avoiding burnout in the workplace.

Consider ways to recreate a sense of community in an office. Virtual team building activities and recognition events can help build friendship and reduce feelings of isolation.

Above all, staff members require safe and open forums where they can express themselves with impunity. Consider anonymous feedback channels or polls to make sure everyone feels comfortable voicing their opinions.

Related: 4 lies we're telling ourselves about remote work

Emotional resilience: Bring it full circle

Dr. Kauai Longitudinal Study. Werner found that supportive relationships and individual temperament played important roles in fostering resilience. The opposite is also true. Although temperament plays a role in resilience for many people, just as important is supporting interpersonal relationships in those who do not have the same innate coping skills. By anticipating this and being proactive, you can reduce remote work burnout and increase productivity while at the same time instilling trust.