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Combatting Burnout: Why It Matters for Your Business

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By Dr. Stephanie Diana Eubank DBA

In today’s fast-paced, hyper-connected work environments, mental health is no longer a personal issue—it’s a business imperative. One of the most pressing concerns is burnout, a state of emotional, physical, and mental exhaustion caused by prolonged stress. Left unaddressed, burnout can devastate employee well-being and cost companies millions in lost productivity, turnover, and healthcare expenses.

What Causes Burnout?

Burnout is multifaceted, but common workplace-related causes include:

  • Unmanageable workloads
  • Lack of control or autonomy
  • Poor communication or unclear expectations
  • Toxic workplace culture
  • Insufficient recognition or reward
  • Lack of work-life balance
  • Isolation or lack of social support
  • Burnout doesn’t arise in a vacuum—it’s the result of systemic issues within the workplace. When employees face unmanageable workloads, lack autonomy, receive poor communication, or feel unsupported and undervalued, their mental and emotional reserves are quickly depleted. These conditions not only erode individual well-being but also ripple outward, impacting organizational health. The cumulative effect of these stressors leads to disengagement, absenteeism, and ultimately, burnout. For companies, the consequences are tangible and costly. From lost productivity and increased turnover to rising healthcare expenses and presenteeism, burnout becomes a financial liability that undermines performance and profitability. Addressing the root causes is not just a moral imperative—it’s a strategic one.

The Cost of Burnout to Companies

Burnout isn’t just a personal struggle—it’s a financial liability. According to the World Health Organization and Gallup:

  • Burnout contributes to $300 billion annually in lost productivity globally.
  • Turnover costs can be up to 150% of an employee’s salary.
  • Healthcare costs rise due to stress-related illnesses.
  • Presenteeism (working while unwell) leads to poor performance and errors.

How Remote Work Can Help Reduce Burnout

Remote work, when implemented thoughtfully, can be a powerful tool to reduce burnout. It offers flexibility, reduces commuting stress, and allows employees to better manage their personal and professional lives. Remote work can also empower employees with greater autonomy and help foster a more inclusive and balanced work environment.

Remote work has emerged as a powerful strategy for mitigating burnout by offering employees greater flexibility, autonomy, and control over their work environments. By eliminating long commutes and allowing individuals to tailor their schedules to better suit personal and family needs, remote work supports a healthier work-life balance—one of the key factors in preventing burnout. For businesses, embracing remote work can lead to increased employee satisfaction, reduced turnover, and enhanced productivity. It also enables organizations to tap into a broader talent pool, fostering diversity and inclusion. When implemented with thoughtful policies and strong communication practices, remote work can transform workplace culture into one that prioritizes well-being and resilience.

What Companies Can Do to Prevent Burnout

  • Promote psychological safety by encouraging open communication and feedback.
  • Design sustainable workloads aligned with employee capacity and strengths.
  • Offer flexibility in hours and remote work options.
  • Recognize and reward employee efforts regularly.
  • Invest in mental health resources such as counseling and wellness programs.
  • Train managers in empathetic leadership to recognize and respond to burnout.
  • Foster connection through team bonding and peer support.

What Employees Can Do to Protect Their Mental Health

  • Set boundaries to define clear work hours and protect personal time.
  • Prioritize self-care through exercise, hobbies, sleep, and mindfulness.
  • Speak up and communicate needs to managers or HR.
  • Seek support from employee assistance programs or therapy.
  • Monitor energy levels and take breaks before reaching burnout.
  • Practice time management to stay organized and reduce overwhelm.
  • While organizations play a critical role in shaping workplace culture and mitigate burnout through thoughtful policies and leadership practices, employees also have agency in managing their own well-being. When companies foster psychological safety, offer flexibility, and invest in mental health resources, they create an environment where individuals feel empowered to set boundaries, prioritize self-care, and seek support. This shared responsibility between employers and employees is essential for cultivating a resilient workforce. By aligning organizational strategies with personal wellness practices, businesses and their teams can work together to prevent burnout and promote a healthier, more sustainable way of working.

A Culture of Care Is a Competitive Advantage

Mental health is not a luxury—it’s a necessity. Companies that prioritize well-being foster loyalty, innovation, and resilience. Employees who feel supported are more engaged, productive, and fulfilled. Addressing burnout is not just about avoiding harm; it’s about cultivating a thriving workplace where everyone can do their best work.

Work Cited

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Remote Work Is Empowering Disabled Workers—and That’s Good for Everyone

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By: Dr. Stephanie Diana Eubanl

The COVID-19 pandemic reshaped the way we work, accelerating the adoption of remote and hybrid work models across industries. While this shift was born out of necessity, it has opened doors for a segment of the workforce that has long faced barriers to employment: disabled workers.

Since remote work became more normalized during the pandemic, the number of disabled individuals participating in the workforce has increased significantly. According to the U.S. Bureau of Labor Statistics, the employment rate for people with disabilities rose notably in 2022 and 2023, in part due to the flexibility and accessibility that remote work provides.

Remote work eliminates many of the physical and logistical challenges that disabled workers face in traditional office settings—such as commuting, navigating inaccessible buildings, or managing unpredictable schedules. It also allows individuals to work in environments tailored to their needs, using assistive technologies and adaptive tools that support productivity and comfort.

Remote work doesn’t just benefit disabled workers—it benefits organizations. A diverse workplace is a stronger workplace. When companies embrace inclusive hiring practices and support remote modalities, they gain access to a broader talent pool, richer perspectives, and increased innovation.

Moreover, remote work encourages companies to invest in digital infrastructure, clear communication protocols, and inclusive training—all of which enhance quality assurance and employee engagement across the board.

Practical Ways Businesses Can Support Disabled Workers Remotely

  • Flexible Scheduling – Allow employees to work during hours that align with their energy levels and medical needs.
  • Accessible Technology – Ensure that software platforms are compatible with screen readers, voice recognition tools, and other assistive technologies.
  • Inclusive Communication – Use multiple modalities (video, text, audio) to accommodate different communication preferences.
  • Remote Onboarding and Training – Provide accessible materials and virtual mentorship to help new hires integrate smoothly.
  • Feedback Loops – Create channels for disabled employees to share their experiences and suggest improvements.

As we move forward, it’s essential that businesses continue to embrace remote work not just as a convenience, but as a strategic tool for inclusion. By supporting disabled workers through thoughtful remote work policies, companies can foster a culture of equity, resilience, and innovation.

Remote work isn’t just a trend—it’s a transformation. And for disabled workers, it’s a long-overdue opportunity to thrive.

Work Cited

Bloom, N., Dahl, G. B., & Rooth, D.-O. (2024). Work from home and disability employment (Working Paper No. 32943). National Bureau of Economic Research. https://www.nber.org/papers/w32943

Economic Innovation Group. (2022, October 25). Remote work is enabling higher employment among disabled workers. https://eig.org/remote-work-is-enabling-higher-employment-among-disabled-workers/

Gonzalez, A. (2024, July 18). How remote work supports disability inclusion. Forbes. https://www.forbes.com/sites/aliciagonzalez/2024/07/18/how-remote-work-supports-disability-inclusion/

Kanter, A. S. (2022, November 1). Remote work and the future of disability accommodations. Cornell Law Review. https://publications.lawschool.cornell.edu/lawreview/2022/11/01/remote-work-and-the-future-of-disability-accommodations/

Marks, C., & Rubinton, H. (2024, February 27). The labor effects of work from home on workers with a disability. Federal Reserve Bank of St. Louis. https://www.stlouisfed.org/on-the-economy/2024/feb/labor-effects-work-from-home-workers-disability

Ozimek, A. (2022, October 27). Remote work boosts employees with disabilities, research shows. Forbes. https://www.forbes.com/sites/gusalexiou/2022/10/27/new-research-confirms-boon-of-remote-working-for-disabled-employees-in-the-us/

U.S. Bureau of Labor Statistics. (2025, March). Telework trends. Beyond the Numbers, 14(2). https://www.bls.gov/opub/btn/volume-14/telework-trends.htm

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The Paradox of Top Performers in Business

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By: Dr. Stephanie Diana Eubank

In the business world, top performers are often seen as the backbone of organizational success. They consistently exceed expectations, drive innovation, and serve as role models for their peers. Yet, paradoxically, many of these high achievers find themselves overlooked when it comes to promotions. This blog post explores why stellar performance reviews don’t always translate into career advancement, and what top performers can do to navigate this challenge.

What Is a Top Performer?

A top performer in business is an individual who consistently delivers exceptional results, demonstrates initiative, and often goes above and beyond their job responsibilities. They are reliable, innovative, and frequently take on leadership roles informally. Despite their contributions, they may not be promoted due to organizational dynamics and cost considerations.

What Is Quiet Quitting?

Quiet quitting refers to the practice of employees doing only what is required in their job descriptions, without taking on extra responsibilities or going beyond expectations. It is often a response to burnout, lack of recognition, or feeling undervalued. For top performers, quiet quitting can be a strategic way to recalibrate their efforts and reassess their career trajectory.

Why Top Performers Aren’t Promoted

According to Wells (2025), promoting top performers can be a costly mistake for organizations. When high-performing individual contributors are promoted into management roles without proper training, team performance can decline. This phenomenon is known as the Peter Principle, where individuals are promoted to their level of incompetence. Additionally, replacing a top performer often requires hiring multiple people to cover their workload, making it financially burdensome for companies (Wells, 2025).

Derler et al. (2024) highlight that top performers are more likely to resign when they see new hires receiving higher pay, underscoring the importance of equitable compensation and recognition. Gotian (2024) emphasizes that neglecting high performers can lead to disengagement and attrition, as these individuals require support and growth opportunities just as much as others.

Strategies for Top Performers

Here are several strategies top performers can consider to address promotion stagnation:

  • 1. Communicate Career Goals: Proactively discuss your aspirations with leadership and seek feedback.
  • 2. Seek Lateral Moves: Explore opportunities to expand your skill set through lateral transitions.
  • 3. Build a Personal Brand: Showcase your achievements and thought leadership internally and externally.
  • 4. Find a Sponsor: Identify mentors or sponsors who can advocate for your advancement.
  • 5. Quiet Quit Strategically: Reassess your workload and focus on core responsibilities to avoid burnout.
  • 6. Pursue External Opportunities: If growth is not possible internally, consider roles at other organizations.
  • 7. Invest in Development: Continue learning and acquiring new skills to stay competitive.

Conclusion

Being a top performer is a valuable asset, but it doesn’t guarantee promotion. Understanding the organizational dynamics and taking proactive steps can help high achievers navigate their careers more effectively. Whether through strategic quiet quitting or seeking new opportunities, top performers must advocate for their growth and ensure their contributions are recognized.

References

Derler, A., Bamberger, P., Winlaw, M., & Chow, C. (2024, March 5). When new hires get paid more, top performers resign first. Harvard Business Review. https://hbr.org/2024/03/when-new-hires-get-paid-more-top-performers-resign-first

Gotian, R. (2024, October 8). Stop ignoring your high performers. Harvard Business Review. https://hbr.org/2024/10/stop-ignoring-your-high-performers

Wells, R. (2025, September 21). Promoting your top performer is your biggest mistake. Forbes. https://www.forbes.com/sites/rachelwells/2025/09/21/promoting-your-top-performer-is-your-biggest-mistake-heres-why/

If you enjoy this content like and subscribe.  Also, if you are interested in consulting services please reach out through my social media.  Remember remote is here to stay.

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AI in the Workplace: Powerful Ally or Risky Business?

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By: Dr Stephanie Diana Eubank DBA

Artificial Intelligence (AI) tools like Microsoft Copilot and ChatGPT are transforming the modern workplace. From automating repetitive tasks to enhancing decision-making, AI is no longer a futuristic concept—it’s a present-day productivity powerhouse. But with great power comes great responsibility. While AI offers immense benefits, it also introduces risks that businesses must proactively manage.
Let’s explore the benefits, risks, and protective strategies for using AI in your business.

Benefits of AI in the Workplace

  • Increased Efficiency and Productivity: AI can automate routine tasks like data entry, scheduling, and email drafting, freeing up human talent for higher-level work. Tools like Copilot integrate with Microsoft 365 to streamline workflows across Word, Excel, and Teams.
  • Enhanced Decision-Making: AI can analyze large datasets quickly, uncovering trends and insights that inform strategic decisions. Predictive analytics help businesses anticipate customer behavior, market shifts, and operational bottlenecks.
  • Improved Accessibility and Inclusion: AI-powered assistive technologies support neurodiverse and disabled employees with tools like real-time transcription, voice commands, and personalized learning aids.
  • 24/7 Support and Responsiveness: Chatbots and virtual assistants provide round-the-clock customer service, improving user experience and reducing wait times.
  • Scalable Solutions: AI systems can grow with your business, adapting to increased workloads without requiring proportional increases in staffing.

Risks of Using AI in Business

  • Data Privacy and Security: AI systems often require access to sensitive data, which can be vulnerable to breaches or misuse if not properly secured.
  • Bias and Discrimination: AI models can unintentionally perpetuate bias if trained on skewed or incomplete datasets, leading to unfair outcomes in hiring, lending, or customer service.
  • Over-Reliance and Skill Degradation: Excessive dependence on AI may erode critical thinking and problem-solving skills among employees.
  • Compliance and Legal Liability: Misuse of AI can lead to violations of data protection laws (like GDPR or CCPA), resulting in fines or reputational damage.
  • Intellectual Property Risks: AI-generated content may raise questions about ownership, copyright, and originality, especially in creative industries.
  • Misinformation and Hallucinations: AI tools can sometimes generate inaccurate or misleading information, which can be costly if used in decision-making without verification.

Now that we’ve explored both the advantages and potential pitfalls of integrating AI into business operations, the next critical question is: how do we protect ourselves and our companies from these risks? AI is a powerful tool, but like any tool, its impact depends on how it’s used. Responsible adoption requires thoughtful planning, ethical oversight, and proactive safeguards. Let’s dive into the practical steps businesses can take to harness AI’s potential while minimizing exposure to legal, ethical, and operational risks.

How to Protect Your Company While Using AI

  • Establish Clear AI Usage Policies: Define what AI tools can be used for, who can access them, and how outputs should be verified before implementation.
  • Train Employees on Responsible AI Use: Educate staff on AI limitations, ethical considerations, and how to critically evaluate AI-generated content.
  • Implement Data Governance Protocols: Use encryption, access controls, and anonymization to protect sensitive data used by AI systems.
  • Audit AI Systems Regularly: Monitor for bias, accuracy, and compliance with legal standards. Use third-party audits when necessary.
  • Use Human-in-the-Loop Systems: Ensure that critical decisions are reviewed and approved by humans, not made solely by AI.
  • Stay Updated on Regulations: Keep abreast of evolving laws and standards around AI use, especially in your industry and jurisdiction.
  • Choose Trusted AI Vendors: Work with reputable providers who prioritize transparency, security, and ethical AI development.

Final Thoughts

AI is not a replacement for human intelligence—it’s a tool to amplify it. When used thoughtfully, AI can empower teams, enhance accessibility, and drive innovation. But businesses must remain vigilant, balancing the benefits with proactive risk management.
Whether you’re a startup founder, a remote team leader, or a neurodiverse entrepreneur, embracing AI with intention and integrity can be a game-changer.

If you enjoy this content like and subscribe.  Also, if you are interested in consulting services please reach out through my social media.  Remember remote is here to stay.

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Millennial Managers and the Workplace Crisis: A Response to Yahoo News

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By: Dr. Stephanie Diana Eubank DBA

The Yahoo News article “Meet the Millennial Managers Stuck Between Boomer Bosses and Gen Z Workers” (Lichtenberg, 2025) accurately captures the unique pressures faced by millennial managers. However, the discussion must go deeper. The stress these managers face is symptomatic of broader systemic issues—economic instability, workplace PTSD, burnout, and the mismanagement of remote work—that are harming the workforce and threatening organizational safety.

Burnout is more than fatigue—it is a safety risk. According to the American Psychological Association (2023), burnout results from chronic workplace stress and leads to emotional exhaustion, detachment, and reduced efficacy. It is associated with increased risks of depression, insomnia, heart disease, and cognitive impairments that can compromise workplace safety.

Remote work, while offering flexibility, can also isolate employees and blur boundaries between work and life. This often happens when leadership does not understand that remote work modality is not a translation of in person work but an entirely different form of work. Without proper structure and support, remote environments can intensify disconnection and anxiety. My research at DrStephanieBeardBareRemoteResearch.org highlights how remote mismanagement contributes to burnout and workplace disengagement.

Economic stress further compounds these issues. Pinheiro, Ivandic, & Razzouk (2017) found that mental disorders such as depression and anxiety are leading causes of productivity loss in the workplace. Job stress, poor organizational dynamics, and lack of career development opportunities are major contributors to poor mental health and low productivity.

Unresolved trauma and chronic stress can escalate into workplace violence. The CDC (Schulte et al., 2024) reports that workers exposed to high job strain and psychosocial hazards are at increased risk for PTSD, depression, and violent incidents.

To address these challenges, organizations must invest in trauma-informed leadership, mental health resources, and inclusive remote work policies. Practical steps include:
– Conducting regular burnout assessments
– Offering flexible work arrangements
– Providing access to mental health professionals
– Training managers in empathy and psychological safety
– Creating mentorship programs and career development pathways

Millennial managers are not just stuck—they are signaling a deeper organizational crisis. By listening to their experiences and implementing strategic reforms, we can build healthier, safer, and more productive workplaces.

References

American Psychological Association. (2023, May 12). Employers need to focus on workplace burnout: Here’s why. https://www.apa.org/topics/healthy-workplaces/workplace-burnout

Pinheiro, M., Ivandic, I., & Razzouk, D. (2017). The economic impact of mental disorders and mental health problems in the workplace. In D. Razzouk (Ed.), Mental health economics: The costs and benefits of psychiatric care (pp. 415–430). Springer. https://doi.org/10.1007/978-3-319-55266-8_28

Schulte, P., et al. (2024). An urgent call to address work-related psychosocial hazards and improve worker well-being. CDC. https://blogs.cdc.gov/niosh-science-blog/2024/04/10/workplace-psychosocial-hazards/

Lichtenberg, N. (2025, September 20). Meet the millennial managers stuck between a rock and a hard place. Yahoo News. https://uk.news.yahoo.com/meet-millennial-managers-stuck-between-123000199.html

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AI in College Education: A Catalyst for Real-World Skills

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By: Dr. Stephanie Diana Eubank DBA

Artificial Intelligence (AI) continues to spark debate in higher education, especially as tools like ChatGPT and Microsoft Copilot become more integrated into academic workflows. In a recent CNN segment, Fareed Zakaria (Linked Here https://www.cnn.com/2025/09/07/politics/video/gps-0907-ai-threat-in-schools)  explored the growing concern among educators that AI might undermine traditional learning, particularly essay writing and critical thinking. However, this concern overlooks the transformative potential AI offers when paired with thoughtful curriculum design and modern communication platforms.

As a seasoned university-level business lecturer, I’ve seen firsthand how integrating technology into the classroom enhances student engagement and learning outcomes. At institutions like CSU Stanislaus and CSU East Bay, I’ve developed and delivered online courses in operations management, supply chain strategy, Lean Operations Management, and organizational leadership using platforms like Microsoft Teams and Zoom. These tools not only support flexible learning but also allow students to practice real-world communication skills through recorded presentations and verbal defenses. My experience in curriculum design, DEI advocacy, and remote leadership training reflects the evolving demands of both academia and industry. Learn more about my work and background on LinkedIn https://www.linkedin.com/in/stephanie-diana-eubank-dba.

Verbal Defenses: A Bridge Between AI and Critical Thinking

One of the key points raised in the CNN discussion was the idea of requiring students to verbally defend their written work. This approach not only mitigates the risk of AI-generated essays but also strengthens students’ ability to articulate and justify their ideas. Integrating this into college curricula is remarkably feasible using tools already widely available—Zoom and Microsoft Teams.

These platforms allow students to record verbal defenses of their essays, presentations, or projects. Faculty can assess not just the content but the clarity, confidence, and coherence of the student’s argument. This method reinforces public speaking, a skill often underdeveloped in traditional academic settings but essential in the professional world.

Public Speaking and Tech Fluency: Real-World Readiness

In today’s workforce, communication is key. Whether in remote meetings, client presentations, or team collaborations, professionals are expected to speak clearly, think critically, and use digital tools effectively. Platforms like Microsoft Teams and Zoom are not just classroom utilities—they are industry standards.

By incorporating AI tools like Microsoft Copilot into assignments, students learn how to leverage automation for productivity while maintaining accountability through verbal presentations. This dual approach—using AI for drafting and human skills for defending—mirrors real-world workflows where AI assists but doesn’t replace human judgment.

AI as a Teaching Assistant, Not a Threat

Rather than viewing AI as a threat, educators should embrace it as a teaching assistant. It can help students brainstorm, organize ideas, and even simulate feedback. When paired with structured verbal assessments and collaborative tools, AI becomes a catalyst for deeper learning and skill development.

Conclusion

The future of education isn’t about resisting AI—it’s about integrating it responsibly. By using platforms like Zoom and Microsoft Teams to facilitate verbal defenses and public speaking, colleges can ensure students not only learn but also communicate, collaborate, and compete in a tech-driven world. AI, when used wisely, is not a shortcut—it’s a stepping stone to a more dynamic and inclusive educational experience.

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Thriving with ADHD in Remote Work: Time, Morale & Authentic Living

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By Dr. Stephanie Diana Eubank


—

Remote work can be a game-changer for those of us with ADHD. It offers flexibility, comfort, and—perhaps most importantly—a break from the emotional labor of masking. If you’ve ever felt drained just trying to ‘act normal’ in a traditional office, you’re not alone. Working from home allows us to show up as our authentic selves, and that’s a beautiful thing.

What is Emotional Masking?

Emotional masking is the effort neurodivergent individuals often make to hide or suppress their natural behaviors, emotions, or reactions to fit into neurotypical expectations. For people with ADHD, this might mean pretending to be calm when they’re excited, forcing eye contact, or suppressing the need to fidget. It’s exhausting—and remote work helps reduce this burden.

Time Management That Feels Good

1. Start with a Morning Ritual

Ease into your day with something that brings joy—coffee, stretching, journaling, or even dancing. This sets a positive tone and helps your brain transition into work mode.

2. Time Block with Flexibility

Structure your day with blocks of focused work and breaks. Try 45 minutes of work followed by 15 minutes of rest. Use tools like Google Calendar or Microsoft Outlook to schedule these blocks.

3. Pomodoro with Personality

Use the Pomodoro technique (25 minutes work, 5 minutes break) but make it yours. Add music, use a fun timer, or reward yourself with a treat after each cycle.

4. Breaks That Reset Your Brain

Take intentional breaks to reset mentally. Step outside, stretch, play with a pet, or use a fidget toy. These moments help regulate energy and improve focus.

Boosting Morale While Working Remote

5. Body Doubling with Microsoft Teams

Invite a friend or coworker to a Teams call and work together silently. Just having someone there can increase focus and reduce procrastination.

6. Fidget Toys Are Your Friends

Keep a fidget toy nearby—putty, cubes, rings, or even a textured pen. They help channel energy and keep your hands busy while your brain focuses.

7. Celebrate Every Win

Finished a task? Celebrate it! ADHD brains thrive on dopamine, so give yourself credit—even for the small stuff.

8. Create a Joyful Workspace

Make your space feel good. Add colors, lights, plants, or anything that makes you smile. Your environment matters.

Living Authentically with ADHD

Remote work isn’t just about convenience—it’s about liberation. It allows us to work in ways that honor our brains, our energy, and our emotions. With the right tools and mindset, ADHD can be a superpower in the remote world. So here’s to working joyfully, managing time with kindness, and showing up as your true self.

If you like this content like and subscribe and as always remember remote work it is here to stay.

If you enjoy this content like and subscribe.  Also, if you are interested in consulting services please reach out through my social media.  Remember remote is here to stay.

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Today I am Officially Dr Eubank!

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It has finally happened. I have finally finished my dissertation, and the dissertation committee accepted my final defense. I officially hold a Doctorate in Business Administration from Concordia University Chicago. I would have posted earlier, but I needed to recollect myself. It was truly emotional for me.

Based on my research, remote work has been viable since the 1980s. Still, it has never been put into widespread action due to the researchers looking primarily at the leadership perspective and feeling it would hurt productivity. However, the findings from the current research on COVID lockdowns and the Bureau of Labor and Statistics show no remote effect on productivity. This means hard-working parents like my mother and grandmother could have had a better work-life balance to make more time for the families they worked so hard to provide for, which is bittersweet. My children and I have been blessed with my ability to work remotely for the past 12 years, so my sons are always a priority. This is something more parents are starting to gain, but there is still a long way to go.

I am hopeful that my research will help further the fact that remote work is indeed here to stay.

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Why Are Leaders Upset About Laundry?

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By Stephanie Diana Eubank

I know I have been away for a while. I have been using the time to work on my doctorate and my teaching, as well as building my consulting company. My final defense has been scheduled for 1/6/25 so wish me luck. While doing this several articles have come out of leaders freaking out about remote workers doing house hold tasks.

What is meant by this is leaders are getting up in arms about remote workers taking their breaks and doing a bit of laundry, or house work. Tis the season and many remote workers with kids are having to juggle child care while kids are out of school. The holiday season also particularly stressful and creates an additional task for working parents to create holiday magic. This means remote workers have the unique ability to do something easy that helps them as an employee protect their sanity.

Burn out is a real thing and remote workers who can take their breaks to do a load of laundry, or throw some food in a crockpot, or do some online Christmas shopping. (Spoiler for parents doing online shopping remember Amazon will wrap your presents. ) Work/life balance is an important step in maintaining mental health as a prevention of:

Workplace PTSD,

Burnout,

Workplace Violence, and

Employee turnover.

When employees are happy and able to lower their stress, they are more productive. COVID proved that all the research since 1980 that remote work would hurt productivity was wrong. What the cry out from leadership is really a cry is because the change in the leadership style is being demanded by the workforce. As we talk more in this blog I will be sharing more results of my research on the demand for y-theory leadership as we move into a brighter remote work future. As always remember remote work, it is here to stay.

Happy Labor Day & lets talk about #remotework & #Remoteleadership & the #apolloeffect

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By Stephanie Diana Eubank

My dissertation research has revealed an interesting finding regarding the #apolloeffect, which occurs when too many subject matter experts are on a team, and how this ruins the team. However, in #remotework, this isn’t happening because followers do not understand that they are subject matter experts, and leaders do not know that this needs to be told to their teams. Leadership’s perception of their teams is essential in helping to develop how teams see themselves, especially in a remote setting. This is also a sign that remote workers need to take credit for their experience and understand how this makes them a specialist in their arenas especially after being in their fields so long.

If you enjoyed this content, like and subscribe. Also, if you are interested in consulting services, please contact me through my social media. Remember, remote is here to stay. YouTube: https://www.youtube.com/@Wickedbofthewest Website: wickedbofthewestremoteconsulting.com Facebook: https://www.facebook.com/WickedBoftheWestBusinessConsulting Instagram: https://www.instagram.com/wickedbofthewestconsulting/ Twitter: @SDEubank Blog: drstephaniebeardbaremoteresearch.org LinkedIn: https://www.linkedin.com/in/stephanie-diana-eubank-dba/ TikTok: @stephaniedianaeubank