According to the World Health Organization, burnout is a health phenomenon induced by chronic professional stress that is not appropriately managed. Workers that are burned out are not only tired, but they also have a negative attitude about their job, which reduces total productivity.
According to a recent Gallup poll, 76% of workers experience burnout at least half of the time they are at work. In comparison, 21% said it happened “very regularly,” and 7% said it happened “always.”
Things did not get better when the global pandemic came in our midst. According to a 2021 Indeed research, 52% of workers feel burned out, and 63% say the COVID-19 outbreak has exacerbated the situation.
While work burnout is bad for the individual, it is equally bad for the business. Employees may feel low morale, work dissatisfaction, and psychosomatic health problems. The company, on the other hand, typically has to deal with lower production, increased sick day usage, and high turnover rates. As if that weren’t enough, a study discovered that employee weariness may have a detrimental influence on customers’ perceptions of a firm.
Given the disastrous implications of employee burnout, it is vital for leaders to investigate ways to minimize or manage burnout in their organizations.
Let’s have a look at a few strategies that firms may utilize to prevent workplace burnout
Keeping the Line of Communication Open
Listening may seem apparent, yet many managers fall short in this area. There are far too few managers that prioritize checking in on their staff and their well-being. Employees are less likely to feel burned out when they believe their bosses are willing to listen to their concerns, particularly work-related ones.
It is not just about listening, but also about resolving issues that make employees believe their boss cares about them. The finest managers show concern for their teams by investing time, attention, and awareness in them.
You must appreciate and value your workers’ well-being since they are people.
Are Managers Ready for Burnout
What good is it for your management to listen to employee problems if they are powerless to act? As a result, businesses must empower management to undertake workplace improvements that will prevent or reduce burnout. This might send the message to staff that you do not promote a hectic and taxing environment.
Developing a Healthy Work/Life Balance
Businesses function best when they can achieve an appropriate work-life balance. Companies might encourage employees to maintain such a balance by offering flexible work schedules, closing early on holidays, or enabling employees to take extra time off for medical appointments.
It is also important to note that the pandemic has altered how and where individuals work. While many employees are returning to the workplace, some find it more fruitful than others. In such cases, introducing a hybrid work schedule allows employees to work in an environment where they are most comfortable, increasing happiness while minimising stress.
Making Work More Meaningful for Employees
Employees are less likely to experience burnout when they can identify with the organization’s purpose or mission. Everyone wants to think that their efforts are relevant, and while a monthly income is wonderful, it should not be meaningless.
Managers may go one step farther than merely writing the goal statement on the wall by demonstrating how each employee’s actions make a difference. If you can establish a sense of purpose in your employees, you will do a better job of making their daily chores and occupations interesting.
De-Stigmatization of Mental Health Resources
Despite your best efforts, some of your employees may succumb to burnout. If you notice a worker on the verge of burnout, send them to an Employee Assistance Program (EAP), which might be the difference between life and death.
Even if such services are available at your office, employees are typically ignorant of them. As a result, human resource executives or managers are required to disclose when and how employees can call an EAP.
Bringing It All Together
Job insecurity can also contribute to burnout, which has become the norm at home and at work as a result of the epidemic.
Since uncertainty may lead to unnecessary stress, HR managers and business leaders can assist to foster an environment in which employees feel more in control of their careers and professional lives.
Regular communication and employee involvement are the only ways for leaders to establish a work climate that is high on clarity, low on ambiguity, and high on well-being.