In today’s fast-paced world, workplace burnout has emerged as a prevalent and persisting issue infecting employees across various industries. The World Health Organization’s (WHO) recent recognition and official definition of workplace burnout demonstrates just how much this problem has gone global, which defines it as “an occupation-related syndrome resulting from chronic workplace stress that has not been successfully managed.” Once burnout at work takes hold, it’s difficult to uproot and it spreads like wildfire. This is because it’s rarely just a one-person issue. Instead, it’s usually a signal of bigger problems in the workplace that can ignite entire departments or even whole companies. If you don’t tackle it at the source, you’ll find employees suffering and productivity going up in smoke.
Burnout Blowback
In 2017, a survey by the American Psychological Association revealed that 61% of respondents reported experiencing stress due to their work, which often progresses straight through the stress-to-burnout pipeline. Not only does this take a significant mental and physical toll on your employees, but the consequences seep into the company roots as well, notably its budget and morale. The American Institute of Stress reports that job stress costs U.S. companies over $300 billion annually, caused by accidents, absenteeism, reduced productivity, employee turnover, workers’ compensation, and direct medical, legal, and insurance expenses.
Even more alarming, burnout is a pandemic that extends beyond just the U.S. Did you know that depression and anxiety affect a whopping 615 million people around the globe? Not only that—it’s costing the global workforce about $1 trillion every year in lost productivity, according to WHO. That’s a considerable sum of money coupled with widespread struggles, leading to a detrimental outcome for both employees and employers alike.
Considering that workplace burnout is born of poor company practices, employers need to take a look in the mirror when tackling it—putting the responsibility on employees won’t put out the fire. Instead, it’s crucial to roll out strategies that keep burnout at bay, safeguarding your team’s productivity, happiness, and overall well-being. Plus, addressing the root causes means you can redirect those dollars towards more exciting ventures. Think team-building retreats, improved employee benefits, or new office amenities, instead of spending them on fixing avoidable problems.
So, how do you keep your team from succumbing to burnout?
The answer is in prevention—because fixing burnout after it’s taken hold is like trying to put out a wildfire with a garden hose. Here are some top-notch strategies to keep burnout from happening in the first place and keep your team running like a well-oiled machine:
How to Prevent Burnout in the Workplace
1. Recognize the Signs Early
Having processes in place to detect the early rumblings of burnout is essential in stopping it before it takes root. Train managers and team leaders to recognize the early signs of burnout in their employees. Candid conversations with employees during 1:1 check-ins regarding their mental well-being and ongoing open communication can give managers a heads up if burnout is on the horizon. Symptoms such as feeling overwhelmed, reduced performance, and emotional exhaustion can indicate burnout. Early detection allows for timely intervention and support.
2. Limiting Workloads
Overwork is the #1 cause of workplace burnout, so it should be of utmost priority to avoid. Encourage team leaders to prioritize tasks, delegate responsibilities, and ensure employees are not overwhelmed. Incorporate the use of project management tools such as Asana, BaseCamp, and Monday in order to keep workloads organized and transparent. Additionally, these programs make it easier to tell if your employees are too bogged down.
3. Set and Enforce Clear Boundaries
In 2017, a staggering 52% of Americans failed to utilize their paid time off. Not spending adequate time away from work is sure to send your employees down the expressway to burnout. Establish clear boundaries between work and personal life for your employees. Implement policies that discourage after-hours work and promote a culture where taking time off is encouraged and, just as importantly, respected. Ensure employees have the opportunity to disconnect and recharge.
4. Mandated Training for Management
Managers are a major determining factor in the job satisfaction of employees. In fact, a study by Randstad found that 60% of those surveyed have either left or would leave a company because of poor management. Having a management team that knows the ropes of the job is a must, but their responsibilities don’t end there. To keep things running smoothly, they need to hone their emotional intelligence, active listening, collaboration, accountability, and communication skills. Managers must develop their employees on an individual level and as a team. Set clear, documented goals, and offer a balanced diet of praise and constructive feedback. Manage team workloads fairly and effectively. Equip your managers with the right tools to keep employees engaged and loyal.
5. Offer Employee Benefits That Promote Healthy Living
Incentivize your employees to prioritize their health. Roll out resources and develop meaningful outcomes based wellness programs that are tailored to the specific needs of your employees, whether that be through comprehensive lifestyle reimbursements or fun and engaging activity rewards. Offer cash rewards for hitting step goals, gym visits, or completing annual biometric screenings, to name a few. Get your team excited to exercise through workplace wellness challenges. Whatever your wellness initiative may be, make sure you are keeping communication channels open for employees to provide feedback and make adjustments as needed.
6. Encourage a More Fluid Workplace
Promote the importance of taking regular breaks throughout the workday and avoid workplace rigidity. While a general work schedule should be in place, avoid putting too much emphasis on one set method of an employee managing their responsibilities. Offer and encourage the use of flex-time when needed and understand that individuals experience varying levels of productivity at different times of day. Avoid micromanaging, but ensure managers are still aware of the status of employee projects and are accessible for questions and assistance.
7. Provide Support Networks
Create a supportive work environment where employees not only feel comfortable expressing their struggles, but also to seek help. Offer access to mental health resources, including counseling services and employee assistance programs. Make these resources easily accessible through employee benefits portals or in plain view in the office. Ensure that support networks are a deeply ingrained part of company culture, not just another underutilized employee benefits checklist. Encourage open communication and provide a safe space for employees to discuss their concerns.
8. Incorporate Mindfulness and Relaxation Programs
Workplace stress causes insomnia and interferes with healthy sleeping habits, which can very quickly kickstart spirals of depression and anxiety within employees. Chronic workplace stress needs to be addressed by management as mentioned previously, however, ordinary stress is bound to happen from time to time that can be alleviated through other resources. Introduce mindfulness and relaxation programs such as meditation, yoga, and deep breathing exercises or include subscriptions/memberships to facilities that offer them as part of your fitness reimbursement program. These practices help to reduce stress and improve mental clarity. Offer workshops and resources to make these techniques accessible to all employees.
9. Foster a Positive and Comfortable Work Environment
Company culture greatly affects employees’ moods and job satisfaction. Cultivate a positive and supportive work environment that is built on mutual respect, collaboration, wellness, and support. Ensure that the workplace is comfortable and conducive to productivity, with ergonomic workstations, nutritious snacks and lunches, and up-to-date facilities and technology.
10. Regularly Evaluate and Adjust Policies
Continuously assess and adjust policies to address burnout. Gather feedback from employees on their work-life balance and overall job satisfaction in order to implement suitable changes and, as earlier mentioned, to keep your workplace wellness programs engaging and effective. Integrate goal setting as a foundational element in employee development, and ensure these goals are visible, perhaps through a platform like Leapsome, enabling transparent tracking for both employees and their managers. Touch base on these goals during bi-weekly check-ins. Regular evaluations help ensure that the strategies in place are effective and meet the evolving needs of the workforce.
Working Smarter, Not Harder: Prevention is Powerful
The pandemic of workplace burnout drives home a crucial lesson: companies must make employee well-being a top priority. Addressing that begins with employers examining the environment they have created with a critical eye. Companies who prioritize their employees’ health and happiness are better equipped to mitigate burnout among their workforce. You must confront the root causes of burnout, such as excessive workloads, lack of support, and poor work-life balance, while nurturing a culture of openness and resilience. This proactive approach not only helps in preserving the mental and physical health of your employees but also contributes to a more engaged and productive workforce, lowering turnover rates and their high associated costs. A supportive work culture encourages job satisfaction, enhances overall performance, and builds a resilient team ready to tackle challenges effectively.
Have questions about how to address workplace burnout and the most effective company wellness programs for your employees? Please feel free to schedule time with one of our Benefits Specialists today!
