Figuring out how to prevent employee burnout in your organization is important, especially when you consider how widespread this problem is. If left unaddressed, employee burnout results in higher healthcare expenditures and lower profits due to increased turnover and absenteeism.
Fortunately, there are simple tips you can use to nip employee burnout in the bud. But before you can prevent or get rid of it, you need to be able to recognize employee burnout for what it is.
What is employee burnout?
Employee burnout is when workers experience physical or emotional exhaustion that’s directly related to their job environment. This type of work-related stress also involves feelings of losing yourself in your work and a reduced sense of accomplishment. Other employee burnout signs include the following behaviors:
- Disengagement from one’s work
- Negativity towards other staff
- Looking tired or stressed or inability to focus
- Getting angry when problems arise
- Starting fights with co-workers
- Having a disgruntled attitude
- Bringing up negative issues when speaking with management
While “employee burnout” isn’t necessarily a medical diagnosis, it may be caused by other conditions such as depression. In any case, employee burnout statistics show that this phenomenon is real enough to put your employees out of action. If your employees are emotionally and physically incapacitated because of prolonged stress and frustration, it means your organization’s morale and productivity will take a hit.
It’s, therefore, a cost-effective move to prevent employee burnout in your organization as much as possible. Here are some tips that will help you replace the reasons for employee burnout with mutually beneficial solutions that boost employee motivation and productivity.
Top tips to prevent employee burnout
One: Communicate well with your employees
It’s essential to keep communication lines open between you and your employees. This allows you to give them the feedback they need to stay on track and do their job well. Employees can, in turn, check in with you if they need to clarify some of their work objectives.
A big part of communicating with your employees also involves holding regular meetings where every voice has the right to be heard. Remember to not only communicate the negatives but to give positive feedback and show appreciation when it’s deserved. This increases employee satisfaction which spells good news for the well-being of your organization.
Two: Provide adequate training
Training is a vital element when it comes to preventing employee burnout. If a worker cannot cope with a specific job they weren’t trained for, chances are high they’ll suffer from continued feelings of stress. Even if the employee is well-qualified when they join the organization, they’ll still need to learn some of the ropes since work environments are unique. Areas where employees may require training include handling of their workload, communication skills, and how to fit in as part of the team.
Likewise, managers and employers also need to be trained, so they can foster positive relationships with the staff. This ensures a better working environment for all.
Three: Support your employees
Lack of support is one other factor that contributes to employee stress resulting in shoddy work, exhaustion, and a higher risk of burnout. Employees require support in the form of adequate resources that allow them to complete their daily tasks without hassle.
Ensure that your employees have everything they need to meet the objectives you set out for them. Additionally, employees may benefit from initiatives such as employee assistance programs, which allow them to share their frustrations and sources of stress with others, including managers, executives, and the HR department.
Four: Encourage employees to prioritize their personal life as much as their work-life
One crucial lesson that’s apparent from employee burnout statistics is that having employees who work harder or log in more hours isn’t always good for productivity. Instead, employees should have enough time to step away from their workload and let their hair down. They can then tackle their job with fresh minds and more vigor once work time rolls around again.
If there’s a need for overtime or if employees must take their work home, it’s important to have clear boundaries that prevent emotional and physical exhaustion.
Five: Give your employees some timeout
There’s a lot you can do to give your employees a break and prevent employee burnout. For instance, you can offer half-days to help employees reduce their stress levels after a particularly busy day. You can also schedule some fun activities designed to help employees refresh and recharge their batteries.
This could be anything from leisure trips to team-building activities and weekly lunches. The good news is you can still cut your employees some slack without breaking the bank. As long as the events are exciting, employees will have feel-good vibes about their work environment. You can even give them free rein to organize events of their choosing as long as the budget is kept reasonable.
Six: Reward your employees
Instead of trying to whip your employees into shape by micromanaging or criticizing their work too much, consider using the “carrot” approach to motivate them. A good example of this approach is promoting top performers and offering salary increases to employees with a good track record.
This encourages employees to bring their A-game to the table since they know good things are in store for them once their efforts are recognized. One other thing is, it’s not always possible to protect your employees from a stressful work environment. But if they’re regularly rewarded chances are they’ll be able to withstand such situations more effectively.
The bottom line
Factors like unmanageable workloads, unclear lines of communication, time pressures, and lack of support can lead to employee burnout. However, it’s possible to eliminate employee burnout signs and boost the well-being of your organization using the tips mentioned in this article.
Keep in mind that employers and high-level management have a critical role to play in this process, which should ideally cover all work aspects, including the initial hiring phase and job description design.
