Employees are your business’s most valuable asset. As a leader, employer or manager it is your responsibility to support your employees, so they can perform at their best.
Employee burnout can happen for a million different reasons:
Once an employee starts to feel burned out, the consequences to the organization can be detrimental.
To minimize the effects of employee burnout, pay attention to the telltale signs:
Most importantly, leaders need to really know their employees to recognize the difference between burnout and other circumstances such as laziness or disinterest.
Check out: How to Be More Approachable with Your Team
A preventative, proactive approach to burnout is more effective than doing damage control after the fact. Here are seven ways leaders can support employees and prevent burnout.
Each employee absorbs motivation differently; for some, it’s verbal praise, financial incentive, special privileges or perks, etc.
Understanding how your employees are uniquely motivated will prove a valuable tool when times get tough, and you need them on their A-game.
Employees have to take care of themselves, to do their best work. Have you noticed an employee who hasn’t taken a single day off in 6 months?
Or, a team member who hastily eats their lunch every day at their desk? Encourage your team to manage their stress, however, works for them; occasional remote working, casual Fridays, out-of-office lunches, etc.
Especially when things get hectic, take time to show your employees how much you appreciate them.
It come mean dropping them a line in an email, voicing your praise in a meeting or treating everyone to coffee on a Monday morning. Even better, make it a habit to show your appreciation even when things are status quo.
Team meetings will strengthen the group dynamic and get everyone playing on the same side.
Give everyone the opportunity to talk about their current challenges and where they need support; team meetings are also a great opportunity to express praise and celebrate successes as a team.
Individual meetings will allow team members to be more candid in regards to their struggles and give leaders the opportunity to address any concerns with performance or burnout.
Burnout can happen when employees don’t know what is expected of them; racing towards an unknown finish line can be exhausting and defeating.
During the hiring process, make expectations and role functions crystal clear, then reinforce and track progress periodically. Not only will this keep employees on track and focused, but also save your organization precious time, money and energy.
Not just monetarily; give your team opportunities for growth, such as internal trainings, team retreats, special keynote speakers, etc.
Consider topics such as productivity, stress management, communication and interpersonal skills or client relations. When employees are equipped with the tools and knowledge to perform at their best, they’re less likely to become overwhelmed and subsequently burned out.
Employees are more likely to seek support when they like and trust those they’re working with. If a team member doesn’t feel comfortable asking a colleague for a favor or support, they’ll keep all the overwhelm and frustration inside until it boils over and becomes a bigger problem.
Furthermore, when a problem does occur, your team will rally around each other and work together; there is always strength in numbers.
Employee burnout is completely preventable when you pay attention to the signs and approach it proactively.
How do you prevent employee burnout in your team? Let us know in the comments below!
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