Zoom Fatigue: Is it bad to have your camera off?

As remote and hybrid work continues to be the norm for many organizations, one challenge has been steadily growing in both scope and impact: Zoom fatigue. While the term broadly refers to the tiredness, worry, or burnout caused by overuse of video conferencing platforms, recent research is revealing that the root causes run deeper than simply having too many meetings.

Why Staring at Yourself Is Draining

For many employees, video meetings replicate the feeling of sitting in a meeting with a mirror propped up in front of them. This constant self-view can lead to what psychologists call facial appearance dissatisfaction—a form of self-consciousness that intensifies when we’re repeatedly confronted with our own image on screen.

Researchers from Michigan State University, Santa Clara University, and other U.S. institutions found that individuals who were unhappy with their facial appearance reported significantly higher levels of virtual meeting fatigue. In turn, these employees were more likely to use filters, avatars, or other image-enhancement tools to manage how they appeared to others.

This self-scrutiny isn’t just vanity—it can have real workplace consequences. Participants who disliked how they looked were less likely to find video calls useful, and more likely to feel drained afterward. Some even reported avoiding speaking up on calls, fearing how they might be perceived visually.

The Inclusion Factor

Not everyone experiences Zoom fatigue equally. Studies show:

• Women are more likely to self-focus in the presence of a mirror, with Stanford research finding that 1 in 7 women felt “very fatigued” after video calls compared to 1 in 20 men.
• Introverts, younger workers, and people of color also reported higher fatigue levels.
• Those with heightened public self-consciousness—the tendency to fixate on how others perceive them—were especially vulnerable.

This means that “cameras on” policies, while often intended to boost engagement and accountability, can have unintended inclusion implications. If certain demographic groups are disproportionately affected, blanket requirements could inadvertently create inequities in employee experience and well-being.

The Rise of “Zoom Dysmorphia”

The PLOS One study also touched on a related phenomenon: Zoom dysmorphia. Similar to how heavily edited social media photos have been linked to increases in cosmetic procedures, constant exposure to our on-screen image during meetings has contributed to more people feeling dissatisfied with their real-life appearance. In some cases, this has even led to increased interest in cosmetic treatments.

What HR Leaders Can Do

To address Zoom fatigue effectively, HR professionals and leaders should think beyond simple scheduling fixes. The solution lies in understanding—and mitigating—the psychological mechanisms at play.

1. Promote the “Hide Self-View” Option
Encourage employees to use Zoom’s “hide self-view” feature, which lets others see them without forcing them to watch themselves. This can reduce self-focused attention and alleviate some appearance-related fatigue.

2. Reevaluate “Cameras On” Policies
Instead of enforcing a rigid rule, consider a flexible approach based on trust. If an employee turns their camera off, it doesn’t necessarily mean they’re disengaged. Allowing choice can improve inclusivity and reduce anxiety.

3. Mix Up Communication Channels
Not every meeting needs to be on video. Use phone calls, instant messaging, or collaborative documents when video adds little value. This helps break the cycle of constant self-exposure.

4. Address Appearance Concerns
Normalize the conversation about self-image challenges in remote work. Some companies even offer guidance on lighting, camera angles, or virtual backgrounds to help employees feel more confident without defaulting to heavy filters.

5. Reduce Virtual Presenteeism
Shift the focus from how often employees are on camera to the quality of their contributions and outcomes. This helps create a culture where performance, not appearance, is what matters most.

The Bottom Line

Zoom fatigue is more than just screen overload—it’s tied to how we see ourselves and how we believe others see us. For HR leaders, tackling this issue requires a mix of empathy, flexibility, and awareness of the deeper psychological factors involved.

By addressing the self-image component and rethinking camera expectations, organizations can create a healthier, more inclusive virtual workplace that supports productivity and well-being in equal measure.