Psychosocial risks in hybrid work

From the emergence of the Covid-19 pandemic and the implementation of the confinement, many companies have had to adapt quickly to allow their employees to work remotely and therefore guarantee the maintenance of their activity. If the telework has been praised as a solution to the health crisis, The generalization of the hybrid work that mixes face to face and distant can still cause psychosocial risks (RPS) for workers.

In fact, we discovered that, as part of the telework, the mental health of employees can be tested. The reasons? Isolation, difficulty in reconciling professional and personal life or the lack of social bond and the loss of meaning in his work.

In this article, we offer you make a point of psychosocial risks relating to hybrid work. We will also see what are the factors that aggravate them and the solutions that exist to prevent them. For employees and employers, it is essential to understand these problems and implement concrete measures to preserve the mental health of each in a hybrid work context that brings fruit and is suitable for all parties.

Psychosocial risks related to hybrid work

Psychological risks related to hybrid work

Hybrid work that Remote work combination and face -to -face It can cause several RPs for workers. Can be psychologicalsuch as isolation or lack of intellectual or social stimulation, such as the difficulty of reconciling professional and personal life or the breakdown of social ties.

Among the psychological risks, insulation is often mentioned as one of the most important. Remote work can actually create a feeling of solitude and isolation Among some employees in the absence of their colleagues, in particular among those who have few social interactions outside the work. The latter finds himself deprived of exchanges, discussions, meals and moments shared outside the professional framework.

Daily monotony, routine and difficulty of stimulating intellectually can also contribute to boredom and hinder the maintenance of the motivation.

Social risks relating to hybrid work

On the side of the social risk, the hybrid work format can also have a Negative impact on balance between professional and private life. Working at home can sometimes give employees the impression of always being «in service» and that they can never really cut with their work.

Result: this can cause further stress and difficulty to stop at work. In addition, the porosity between the professional sphere and the private sphere can generate conflicts between professional life and family life In the sense that the two are not distinctly separated and invade each other.

According to a study by Malakoff Humanis who presents the results of his «teleworking in hybrid organizations in 2022», it is estimated that despite the wide adoption of a hybrid work organization, The vast majority of companies do not have an adapted organization that guarantees the mental health of employees.

The survey shows that employees who are on telework claim to be «more stressed» than in face to face but also «more tired». THE Lack of social ties It is also mentioned. Individuals say they are «less connected to the company».

These figures are revealing and underlined The importance of taking into account the psychosocial risks related to hybrid work And implement effective preventive measures, in particular adapting the management style to this working method. This entails the maintenance of social ties, the management of the balance between work and private life, good communication to detect any difficulties or a reasonable workload.

Hybrid working risk factors

Hybrid work can cause RPS for workers such as stress, anxiety, isolation or burnout. However, some factors can worsen these risks and make hybrid work more difficult to manage for employees.

The first risk factor is the Lack of communication. In fact, when communication channels are not suitable, it can be difficult for employees to feel involved in projects, receive constructive feedback or benefit from psychological support.

Sometimes distance work can create a feeling of distance between employees and their hierarchy or their colleagues. Visoconference meetings can therefore become formal moments and not favorable to the exchange of information and the creation of real social ties.

The difficulty in the organization is another risk factor. Work at a distance from the can Disturb the employee work habits and make time management more difficult. To support you, integrate the software and time management activities as a factorial can be useful for your business and for your teams.

The absence of a structure can also cause further stress in the sense Employees may have the impression of never disconnecting from work. Finally, the lack of direct supervision can make some employees less productive and less motivated, which can have an impact on their mental well -being.

The absence of social ties is also a significant risk factor. Moments of conviviality and informal exchanges that allow you to create social ties among employees can be more difficult to organize remotely. Virtual exchanges can therefore be less spontaneous, natural and therefore less pleasant, which can cause a feeling of insulation and loneliness in some employees. This lack of social ties can also affect the quality of the collaboration between employees who can affect the team’s services.

Finally, All technical problems relating to Internet connection, computer hardware or software can worsen RPS relating to hybrid work. The unsuitable or unreacked work tools can hinder the work of employees and cause stress and fatigue. In addition, computer support that is present within the company can have more difficulty solving certain problems and not showing the same reactivity than in the face to face.

It is therefore essential for employers to take into account these risk factors to prevent psychosocial risks relating to hybrid work. By implementing solutions to promote communication, organization, social ties and the supply of adequate work tools, employers can help their employees to work in better conditions and preserve their mental health.

Solutions to prevent RPs in the context of hybrid work available to the company

To limit the psychosocial risks related to hybrid work, there are different preventive measures that can be implemented by the company:

Organize

To avoid the stress connected to the organization of work, Setting clear and precise objectives for employees with reasonable deadlines is a good method. In addition, it is advisable to offer them training to improve their time management.

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Promote communication

To counteract the feeling of isolation, Implementation of effective communication tools (E-mails, cats or videoconferences) and the organization of regular meetings to discuss current projects and their progress are in order.

Take into account the needs of employees

Organizes working hoursOffer childhood assistance solutions or take into account the personal constraints of each allows to limit stress at work.

Promote social ties

To avoid social isolation, employers can Organizes corporate events Adjust that includes, for example, Team Building activities or networking events. These devices are used to encourage employees to participate in joint interest groups (sports clubs, discussion groups, etc.).

Habits and good practices that will be adopted by employees

In addition to these measures, employees also have certain habits and good practices to be adopted for better management of hybrid work and prevent psychosocial risks:

Set a routine

To avoid the stress connected to the organization of work, employees can Set a regular routineWith fixed working hours, regular breaks with real moments of relaxation.

Limits

To avoid mixing professional and personal life, Sets clear limits in the meantime of working time and staff It is essential. This may involve the definition of clear hours of work, the deactivation of work notifications outside the working hours or the creation of a dedicated work area that is very distinct from the rest of the accommodation.

Take care of your mental health

In order to minimize stress and fatigue, employees can integrate relaxing activities In their routine such as yoga or meditation, but also regular breaks. It is also possible to benefit from psychological support if the need arises.

By implementing these preventive measures, employers and employees can work together to prevent RPS hybrid work.