According to the Mayo Clinic, “Job burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” While “burnout” isn’t a medical diagnosis, it does have real and significant consequences on employees’ well-being and performance, as well as retention.
Burnout is on the rise and, in some cases, even more, prevalent than during the pandemic, with more than 3 out of 4 workers reporting they have experienced burnout in their current role.
As the economy continues to steadily recover, more and more companies are transitioning back into the office on a full-time or hybrid basis. We have officially entered into our “new normal” and, for many, rediscovering what work-life balance looks like in a post-pandemic world has been a tough adjustment.
If your employees have shown signs of burnout or have told you they’re experiencing burnout, read on for tips on how to create a more balanced work environment.
1. Take them seriously
A manager may be tempted to dismiss an employee’s concerns about burnout, especially if their symptoms don’t meet the manager's definition of “burnout.” But it’s important to take them seriously and show employees you're actively listening. Often, the root cause of burnout is feeling underappreciated by coworkers and/or bosses. Providing a space that allows the employee to fully express their thoughts can strengthen the relationship and give you valuable insight into how to improve conditions for everyone.
2. Gather feedback
When an employee tells you they’re burnt out, try to discover where their feelings are originating from. Ask them questions like:
“Do you feel effective at your job?”
“Do you feel physically/emotionally exhausted?”
“Do you find yourself caring less about your colleagues?”
And then follow up those questions with, “Why?”
Consider offering a way for your team to share anonymous feedback as well so they feel comfortable fully expressing their emotions. Understanding the cause of your employees’ burnout requires lending a sympathetic ear and a safe space to provide genuine critiques.
3. Implement meaningful changes
Based on the feedback you receive, implement meaningful changes where appropriate. If your employees say they consistently work outside of office hours, find ways to ease their workload or consider hiring more people. If there is an issue with micromanaging, pull your managers aside and offer guidance on how to do an appropriate number of check-ins. If an employee’s personal life is interfering with work (i.e. they need to drop their kids off at school and then rush to the office), consider offering them flex hours to ease their rush hour stress.
4. Bolster your benefits package
Encourage employees to take advantage of existing company benefits that can help mitigate burnout. This can include teletherapy, paid time off, flex hours, utilizing mental health days, or a wellness stipend that can be used towards things like massages, gym memberships and more. If your package does not include any burnout mitigation benefits, consider adding some into the mix. And make sure you communicate about your benefits to your employees - they may not even realize what’s available to them.
5. Wellbeing checks
After listening to your employees and implementing meaningful changes, continue to monitor their progress with wellness checks. Keeping your employees happy is a continuous process and likely won’t be fixed in a few days. Make sure the changes you’ve implemented are sustainable over time. Set up a schedule that allows you to do quick check-ins and an ongoing way for employees to share feedback.
Burnout can affect anyone - from the CEO to managers to staff. If your team is experiencing burnout, contact NB Business Solutions today.