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Employers Guide to Managing Remote Workaholics

Writer's picture: Bartley JosephBartley Joseph

For employers managing remote workers who are prone to workaholism and struggle with work-life balance, the challenge lies in creating a supportive culture that encourages productivity while preventing burnout. Here are key strategies to help employers foster a healthy, balanced environment for their remote employees:

1. Encourage Clear Boundaries

Remote workers often struggle to "switch off" because there are no physical boundaries between work and home life. Employers can:

  • Set and model clear expectations for working hours: Encourage employees to define set working hours and respect those hours. Lead by example by not sending emails or messages outside of agreed-upon hours, unless it’s an emergency.

  • Promote the idea of ‘clocking out’: Urge employees to stop working at a specific time each day. This can be done through regular reminders and check-ins to ensure they aren't overextending themselves.

  • Create an "off-hours" policy: Set a company-wide policy that discourages work during evenings, weekends, or vacation time unless there's an urgent need.

2. Monitor Workloads and Set Realistic Goals

Workaholic tendencies often arise when workers feel overwhelmed or have unrealistic expectations placed on them. Employers can:

  • Regularly assess workloads: Check in with employees to ensure they aren’t overloaded. Offer to help prioritise tasks, delegate responsibilities, or provide additional support when needed.

  • Set clear and realistic expectations: Workaholic employees often overwork because they aim for perfection or believe that excessive hours are necessary to meet expectations. Employers should set clear, realistic goals and timelines for projects.

  • Focus on output, not hours worked: Encourage a culture that rewards productivity and results rather than hours logged. Set performance metrics that prioritise outcomes and value efficiency over long hours.

3. Provide Regular Break Reminders

It’s easy for remote employees to lose track of time and work without breaks. Employers can help by:

  • Promoting regular breaks: Encourage employees to take short breaks throughout the day. Suggest techniques like the Pomodoro Technique (working in 25-minute bursts with a 5-minute break) to help balance work intensity with rest.

  • Encourage time off: Regularly remind employees to use their vacation time and take personal days. Some organisations even implement mandatory days off for remote workers to prevent burnout.

  • Provide wellness incentives: Consider offering wellness programs or stipends for activities like fitness memberships, yoga, meditation apps, or home office upgrades to improve work-life balance.

4. Promote a Culture of Well-Being

Employers play a crucial role in shaping the culture of their organisation, especially with remote teams. Promote well-being by:

  • Encouraging open dialogue: Foster an open and supportive environment where employees feel comfortable discussing their workload and mental health without fear of judgment or repercussions.

  • Offer mental health support: Provide access to mental health resources such as counseling, therapy, or Employee Assistance Programs (EAP). This can help employees address workaholic tendencies and learn coping mechanisms.

  • Celebrate personal achievements, not just work success: Encourage employees to share personal milestones, hobbies, or activities outside of work. This sends a message that the company values them as individuals, not just as workers.

5. Set Clear Communication Boundaries

With remote work, communication platforms like Slack, Teams, or email can lead to a sense of constant availability. Employers should:

  • Limit after-hours communication: Clearly communicate that there’s no expectation to respond to messages outside of working hours unless it’s urgent. You can implement “Do Not Disturb” hours in communication tools to reinforce this.

  • Use asynchronous communication effectively: Promote the use of asynchronous communication, where employees can respond to messages at their own pace instead of feeling pressure to reply immediately. This helps remote employees balance work without feeling constantly tethered to their devices.

6. Offer Flexible Work Schedules

Flexibility is one of the primary benefits of remote work, but it needs to be applied in a way that prevents overwork. Employers can:

  • Offer flexible hours: Allow employees to set their own working hours within certain limits. This enables them to work when they are most productive while balancing their personal life and avoiding burnout.

  • Encourage time management techniques: Provide training or resources on effective time management. This can help workaholic employees structure their day better and prioritise rest.

7. Regular Check-ins Focused on Well-Being

While check-ins with remote employees often focus on project updates and performance, employers should also check in on their well-being:

  • Have well-being check-ins: Create a space during one-on-one meetings to talk about their workload, stress levels, and work-life balance. Ask direct questions like, “How are you managing your workload?” or “Are you able to take breaks and time off?”

  • Train managers to recognize signs of burnout: Equip managers with the skills to identify early signs of burnout, such as irritability, reduced productivity, or disengagement, and encourage them to intervene before it escalates.

8. Lead by Example

Employees look to their leaders for cues on how to behave. Employers can set a healthy example by:

  • Modeling balanced behavior: Leaders should show that it’s okay to log off after hours, take vacations, and maintain a balance between work and personal life. By practicing what they preach, leaders can set a powerful example for their teams.

  • Publicly acknowledge balance: During meetings or internal communications, leaders should highlight the importance of rest and work-life balance. Acknowledge when employees take time off and return refreshed, signaling that it’s valued within the company culture.

9. Offer Professional Development on Work-Life Balance

Employers can support remote workers by offering resources that help them manage their tendencies toward overwork:

  • Provide training: Offer workshops or courses on time management, stress management, and mindfulness. These sessions can equip employees with the tools they need to manage their workaholic tendencies.

  • Introduce coaching or mentorship: Pair employees with mentors or coaches who can guide them on creating healthy boundaries and maintaining balance, both personally and professionally.

10. Build a Culture That Values Quality Over Quantity

Ultimately, employers should create a culture where quality of work is valued over the quantity of hours spent working. This culture shift can help reduce the pressure to overwork. Employers can:

  • Celebrate productivity and efficiency: Recognize and reward employees who are efficient and meet goals within standard hours rather than those who are working long hours.

  • Encourage downtime: Remind employees that stepping away from work and taking time to recharge often leads to better creativity, focus, and productivity.


For employers, managing remote workers who are prone to overwork requires thoughtful policies and a proactive approach to maintaining balance. By setting boundaries, monitoring workloads, promoting well-being, and leading by example, employers can create an environment where remote workers thrive without succumbing to workaholism. A balanced workforce is not only healthier but also more engaged and productive in the long run.

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