Burnout is an evergreen topic. It’s something we’ve always had to be aware of, but HR professionals around the country are noticing it’s far more prevalent since the COVID-19 pandemic.
Now, we know that here in 2024, no one wants to talk about COVID-19 or hear about it still being an issue, but we’re sorry to say . . .
It’s still an issue.
In fact, it’s a huge factor in the high levels of burnout.
Unfortunately, we are still feeling the aftershocks of the paradigm-shifting event we all went through.
The simple truth is, a lot got piled on everyone’s plate. Name one employee who didn’t take on new stress, anxiety, and responsibility during the peak years of the pandemic.
If someone was already burning out, the incredibly intense years we faced exacerbated the problem. Others who would normally seem solid as a rock found themselves burned out for the first time. Now, we’re no longer wearing masks at work or fully virtual, but the stress and the trauma we experienced remains.
It’s almost like the pandemic took our collective, baseline stress level and amplified it. If in the past, an employee hovered near a “Level 10” in terms of feeling stressed and burned out, they’re now sitting at “Level 12.”
Even someone who was a nice, reliable “Level 2” is more on edge at “Level 4 or 5.”
We’d like to think these things solve themselves, but trauma isn’t healed until it’s addressed, and it takes a systematic approach to do that.
If you recall, we were anything but systematic around 2020 to 2022. We were in full-on band-aid mode. We were duct-taping and spit-and-bailing-wiring solutions left and right. Now is the time to regroup, and there are some basic themes every business needs to address.
If anything, this is one of the potential redemption stories which can come from COVID-19. It highlighted our need to be more intentional in recognizing burnout in employees and addressing their needs.
Below, we’ll discuss how the following strategic pillars make all the difference in the world and help to lower the baseline of anxiety and stress in your workplace.
- Nurturing Open Communication about Employee Well-Being
- Setting Realistic Expectations that Prevent Burnout
- Recognizing and Addressing Burnout in Employees
1. Nurturing Open Communication about Employee Well-Being Helps Prevent Burnout
One of the most effective ways to combat burnout is getting ahead of it! You can support employee mental health by proactively establishing open lines of communication within the workplace.
When employees feel comfortable discussing their well-being, managers can address potential burnout triggers sooner and foster a supportive work environment. Make no mistake about it. This kind of thing builds on itself. The more employees see teammates feeling well-supported, the more they find the confidence and trust to open up as well.
Create Regular Rhythms of Connection
One of the biggest things that gets missed by management teams is a regular rhythm of one-on-one’s with employees. The simple act of having intentional conversations to check in on their well-being is a powerful strategy in of itself.
Then, the task becomes equipping management to make the most of these opportunities.
Equip Your Managers to Create a Safe Environment.
Building a culture that values open dialogue starts by equipping managers with the tools they need. It takes skill to create a safe space where employees feel comfortable sharing their challenges and concerns. Your managers need access to training on active listening and other communication techniques that demonstrate genuine care for team members.
Encourage Managers to Model Vulnerability
By demonstrating vulnerability themselves, managers lead by example and encourage their employees to share their struggles without fear of judgment or repercussions. This vulnerability builds trust and fosters stronger connections between managers and their teams.
Of course, there’s a balance. Managers don’t have to feel the need to air their dirty laundry or over share and undercut their authority. However, when you do share something personal, people know you’re there for them. It opens doors for future, important conversations.
Create Safe Pathways for Feedback through Surveys, One-on-Ones, and Focus Groups
In addition to regular check-ins and conversations, organizations can gather valuable feedback on employee well-being by implementing surveys or conducting focused group discussions.
These structures allow employees to express their thoughts and experiences anonymously. They give them the chance to be open and honest and to reveal potential burnout triggers.
2. Setting Realistic Expectations that Prevent Burnout
It’s not enough for a manager to say kind, compassionate things.
“I know things are hard right now,” “There’s a light at the end of the tunnel,” or “We’ll get through this together” don’t solve the problem.
Leadership is responsible for ensuring that the expectations they set are designed to protect employees from burnout.
In short, when an employee quits because they’re burnt out, leadership owns it.
Employees do have a responsibility to communicate, but most are going to say yes to more things than they should, and they need to be proactively protected from themselves before they exhibit signs of burnout.
By setting clear guidelines around work responsibilities and encouraging breaks, employers can help prevent team burnout and maintain a healthy work-life balance.
Defining Clear Hours of Operation and Work Responsibilities
Clarify your expectations regarding working hours, deadlines, and deliverables to ensure that employees have a clear understanding of what is expected of them. Being able to plan their workload effectively helps them establish healthy boundaries between work and personal life, reduces the risk of overworking, and helps them manage their time and energy levels.
Then, it is critical to use some of the tactics above in this article to listen closely and assess whether the expectations you’ve set are realistic.
Encouraging Breaks and Allowing for Personal Recovery Time
Sitting in front of a screen for long periods without breaks leads to increased stress, fatigue, and burnout. Employers should encourage regular breaks and promote physical movement during the workday to minimize the negative impact of prolonged sedentary behavior.
Incorporating practices such as taking short breaks every 50 minutes to step away from the desk and move around improves focus, productivity, and overall well-being.
Exploring options like a four-day workweek can be a powerful option to help employees rest and recover. Also, managers should be given freedom to do things like give people a half-day off after an especially stressful week, to create moments of rest and reward for work well done.
Exploring Alternative Work Schedules like “No-Meeting Fridays”
Another approach organizations can consider is the implementation of alternative work schedules. For instance, designating a “no meeting Friday” allows employees to focus on project work, catch up on tasks, or simply have time to slow their pace a bit and recharge. This reduced meeting load alleviates Zoom fatigue and gives employees more control over their schedule.
Leaving Room for Employees to Cope with Family Emergencies
Few things lead to burnout faster than an urgent situation at home which an employee simply can’t find the freedom and time to address.
Make sure your team members can take time off when needed. When supported with ample PTO, sick leave, and family support benefits, employees have the opportunity to maintain work-life balance and manage personal obligations without fear of job insecurity or financial strain.
3. Recognizing and Addressing Burnout in Employees
Once burnout sets in, it’s time to shift your focus to developing action plans that address the root causes behind it. It’s important to recognize burnout as an at-risk situation and develop comprehensive action plans to support employees who are experiencing it.
Training Leaders to Recognize and Address Burnout Signs
Training managers to identify burnout symptoms allows them to intervene early, implement necessary adjustments, and provide appropriate support.
By fostering open lines of communication, promoting empathy, and addressing workload imbalances, leaders create a work environment where burnout risks are minimized.
Implementing Resources such as Employee Assistance Programs
To effectively tackle burnout, organizations should invest in comprehensive resources such as Employee Assistance Programs (EAPs). EAPs offer confidential counseling, coaching, and other professional services to help employees manage personal challenges and improve their overall well-being.
Providing access to EAPs also demonstrates an organization’s commitment to employee mental health to the team at large. It sends a message that seeking assistance is encouraged and supported.
Beyond EAPs, organizing relevant trainings like stress management workshops can empower employees and proactively prevent burnout.
A little structure goes a long way in preventing burnout.
The keys to everything we have addressed here are intentionality and consistency.
The pandemic set everyone into overdrive, and it is our responsibility as leaders to help them shift back.
- Safe space is only created by maintaining consistent points of contact and training managers effectively.
- Realistic expectations have to be clearly communicated, repeated, and evaluated after they are set. It takes vigilance to make sure people are protected from unrealistic demands either from or from themselves.
- Recognizing burnout early, and having the tools already in place to address it, is key to rescuing at-risk employees from leaving your team or worse, causing self-harm.
It’s all about structure, but it can be hard to step back and design and implement the simple structures you need in the rush of day-to-day operations.
These are the kind of critical services Xenium offers clients through our customized HR consulting solutions. We step in to provide the bandwidth, expertise, and ongoing support you need to put structures in place that protect your employees and your productivity at the same time.
Schedule a consultation with our team to learn how Xenium helps you overcome the endless challenges of HR and build a workplace culture that protects your people and brings out the very best in your team.