Connection Fatigue Is Real—Let’s Build Workplace Community That Respects Boundaries
The fine line between “community” and “exhaustion.” Over-connectivity isn’t a connection. With a large push to return to work in place, there is a need to also consider how this can impact a significant portion of the workforce. For years now working from home has been a standard, some might even call it a benefit. When a change in the workplace is being enforced there may need to be a time to reflect on this new strategy of coming to work.
Connection fatigue is real; the constant interaction that occurs in workplaces can add additional drain into someone’s life that they may not need. Building healthy workplace boundaries is key to avoiding this. Employees can provide their thoughts on what they would like the benefits to be but also there is a need to have the work accomplished. Workplaces are not wrong to need employees to be in a colocation – there are a lot of benefits from this. Building in work-from-home days or even strategic deep work days can be a key way to keep employees from having this increase of burnout.
“Mandatory fun” is not fun for anyone building a team does not happen in a mandated one-hour event that everyone is expected to attend. The team comes from working together and building natural connections not forced connections. Additionally, the large inundation of meetings that could be emails feels like a common trend. While daily check-ins are beneficial, an over-saturation of meetings that lack agendas can eventually become a drain on resources. Sidebar though – have you ever totaled up the cost of one of our meetings? I sure have and man that was startling.
Ways that we can avoid the pitfalls of becoming a team that aims to be a “family” comes from respecting the established boundaries and letting employees show up when they can. I don’t know about you but most families I know need therapy – not something else I need to my daily workload for sure. Above I mentioned deep work days allowing people to allot a day or two to accomplish their tasks. Minimal meeting means that there is time to get the nagging tasks done and reduces task saturation. Trusting employees to perform their work but have their life is key.
Burnout, disengagement, and the “quiet quit” are all real in someone who has something underlying for themselves. Recognizing what is going on with employees and having an accountable conversation is the key here. Here’s where you ask what about the employees who I must monitor – well you always will have those that abuse the system. Knowing and having a way to track this for documentation is key. It will help punish those that fail but still not punish all those on the team.
While co-location offers benefits, excessive mandatory interactions, like forced team-building events or unnecessary meetings, can lead to burnout. The post criticizes "mandatory fun" and meetings without clear agendas, noting their inefficiency and cost. Building a true team comes from natural connections, not forced ones. Strategies, like designated work-from-home or "deep work" days, can help employees focus on tasks without constant interruptions, reducing task saturation and burnout. Trusting employees to manage their work while maintaining their personal lives is crucial. The post acknowledges issues like disengagement or "quiet quitting" but suggests addressing underperformance individually through documentation rather than punishing the entire team. True workplace connection should energize, not exhaust, employees by respecting boundaries and fostering authentic relationships. True connection nurtures—not drains—your team’s energy.
Bribing toddler and briefing bosses - same skillset different snacks.
Dr. Strange