Co-Founder and CEO at Y Scouts, a purpose-based leadership search firm.
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Since the Covid-19 pandemic began, many studies have shown that remote workers are far more susceptible to burnout. Spending long hours in front of computer screens, eye strain, mental fatigue, not getting enough physical activity and feeling isolated and disconnected from their colleagues all contribute to feelings of burnout. Left unaddressed, burnout can become a serious issue that can impact not only the individual's work performance but also their overall health and quality of life.
Without good health, we can’t do much. We can’t take care of ourselves, our family and certainly not our work.
As leaders, in order to address burnout, we need to be more in tune with our teams. The challenge is many employees are hesitant to talk to their managers when they are experiencing burnout. That’s why it is incumbent upon leaders to take a proactive approach to their employees’ mental health and well-being, and it starts by knowing what burnout looks like.
Signs Of Burnout
One thing we’ve learned during the Great Resignation is that employee burnout is a significant factor in turnover rates—and it's a phenomenon that continues to grow. In a recent SHRM study (subscription required), 48% of workers felt "used up" at the end of the workday, while 41% felt "burned out" in general.
Several factors can contribute to workplace burnout including a lack of autonomy, no path for development, long hours, an unbearable workload and unrealistic expectations.
Though the signs of burnout vary from person to person, here are some common ones I've observed:
• Reduced productivity and efficacy
• Diminished energy
• Increased negative feelings about the work or workplace
• Uncharacteristic mistakes
• Decreased socialization with coworkers
How To Address Burnout
Now that you know what burnout looks like, there are several things you can incorporate immediately to help those experiencing burnout.
1. Provide a supportive working environment that prioritizes open communication.
Communication is key. According to a recent Gallup report, employees who state that their manager is willing to listen to their work-related issues are 62% less likely to experience burnout.
At Y Scouts, we set time aside at the beginning of each week for dedicated conversations where we talk openly with employees about their pressure points and set professional goals. At the end of each week, we talk about whether or not we hit those goals, and we also discuss how we felt that week about nutrition, exercise and all the ways we optimized our mental health. We keep this dialogue going every week, which normalizes the discussion.
2. Encourage your staff to take time off when necessary, and back it up with PTO.
Work-life balance isn’t just a buzzword. It truly is a matter of employee well-being. Being able to take time off from work gives employees a chance to rest, recharge and spend time with family and friends or engage in activities and interests they have outside of the office. Providing a generous paid time off policy demonstrates your support for the overall mental health and well-being of your employees.
3. Keep an eye on employee workloads to prevent overwork.
It’s a fact: Overworked employees are unproductive employees. Leaders should take a proactive role in helping to manage workloads (note that this does not mean micromanaging). Make sure employees have realistic goals and deadlines. You can help prioritize tasks and encourage delegating responsibilities when possible. When you have a big-picture view of your team’s availability and capabilities, you can more easily distribute the workload to ensure your employees’ success.
4. Encourage morale by praising and rewarding.
Every employee wants to feel valued. Companies that routinely recognize their talent’s efforts, accomplishments and contributions are creating a culture of respect and appreciation. You can reward employees for their individual or team achievements, acknowledge someone for going above and beyond on a project or thank an employee for hitting a milestone. These are just some of the ways to help mitigate burnout and keep your staff motivated.
5. Offer a precision health program that focuses on employee well-being.
Having a well-designed corporate wellness program can play an important role in helping reduce employee burnout. My company has partnered with a corporate wellness provider to help co-create an environment where each individual leaves work healthier than when they arrived.
There is no one-size-fits-all well-being plan, so find a program that is designed to navigate and support the unique physical (nutrition, exercise, sleep), psychosocial (mind, work habits, social), and environmental health needs of each individual.
Leading With Well-Being
It’s no secret that happier, healthier employees drive better business outcomes. I believe strongly that leadership and wellness are the same conversation, as we see today’s talent choosing employers who support their work-life balance and mental health.
How is your organization leading with well-being?
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