Burnout in the workplace is very real. With the rise of technology we’re living in a world where we can always be connected to the workplace. This constant connectivity can make it hard to switch off and lead to burnout.
If you are looking for some clever, easy-to-implement methods for tackling potential burnout within your team or organisation, here are a few tried and tested strategies that will keep your employees happy and productive.
- Allow More Downtime
Your employees already spend at least eight hours every day at work, not to mention those who commute and spend an extra two or three hours getting there and back again. Such routine that keeps them away from their families and social lives is bound to take a toll and symptoms will easily reflect poorly on their work performance.
On the other hand, employees with fulfilled lives are happy to spend time working. So be creative, ensure regular conversations with HR, give them an extra hour or two on a special occasion such as an anniversary or give them their birthday off. A happier, healthier employee is an employee that will work with vigour and energy.
- Make Sure There Isn’t Constant Change
To the extent they’re able, leaders need to be judicious about which changes to make when: What’s absolutely necessary, and what’s incidental or can wait? When changes unfold in a conscious way on a reasonable timeline, employees have time to adjust; when, on the other hand, change becomes nonstop, there’s little even the most adaptable team member will struggle to absorb the impact.
A stressed-out team won’t be very effective at implementing the changes you need them to. When your team begins to burn out, you put the outcome of the change at risk, so try not to lose sight of that end goal. Be thoughtful about how much change you’re introducing at once, and be sure to support the emotional, mental, and physical well-being of your team–which is only as strong as its most stressed-out member.
- Collaborate Effectively
Selective email distribution lists, impromptu one-on-ones or conversations during unrelated meetings can be alignment killers when managed the wrong way. Decisions made and actions advanced this way not only subvert established workflows, but also engender confusion, mistrust and disenfranchisement, and erode cohesiveness.
Identify everyone who will be impacted by what you’re discussing and bring them into the conversation as soon as possible. Create a specific place within your project dashboard where people can track relevant offline discussions, and a time in each meeting when they’re shared with the larger team.
- Recognise Hardwork & Discuss Career Growth
In order to feel truly valued within an organization, employees need the room and support to better themselves and advance their careers. Without career growth, everyday tasks lose their purpose, and employees feel like work is just something to drudge through.
Talking about career advancement shouldn’t be something that only takes place on a yearly basis. The more frequently managers bring up career advancement and long-term goals, the more supported employees will feel in their career paths. Simply discussing where employees want to be in the future can have a major impact on how valued people feel, and can help bring a real sense of purpose to their work.
- Pay Employees Appropriately
Try as you might, some jobs will always be stressful. But if the pay is good, people can overcome or justify that stress.
To have employees who routinely perform exceptional work and strive to do their best, it’s important that they feel sufficiently compensated for their worth and comfortable discussing their growth. Being flexible during salary negotiations that may arise and meeting the employee halfway will more often than not result in gratitude and appreciation that inspires above average performance and employee loyalty.