Understanding the great importance of knowing how to manage burnout in ourselves, knowing how to do so in exhausted employees —if that is your case—is equally important.
Last week we discussed three of six key tips for improving your employees' quality of life and preventing them from suffering from burnout at work.
Today we will continue with the other three:
- Give employees a voice
Talking to employees and asking them to express their frustrations or practical problems is a useful way to prevent or manage burnout.
When they feel they have no control over their circumstances or that they are not being heard, they begin to feel powerless in their situation. As a leader, conduct informal check-ins and welcome open conversations to give them the opportunity and comfort to share. When employees communicate, truly listen to them, even if your instinctive reaction is to become defensive.
- Promotes "painkillers" for stress
One way to motivate employees and reduce stress is to encourage them to find ways in their day to relieve it themselves.
Allow them to listen to music while they work, be flexible with working hours when possible, permit casual dress (either regularly or on designated days), and offer them the option to work remotely when appropriate.
Showing them that you trust them to do their tasks will go a long way toward demonstrating that you care about their well-being and happiness.
- Make mental health a priority
Normalize mental health care. There are many ways to show them that their mental health is just as important. Some ways you can do this include:
- Incorporate breaks for the brain throughout the day. If an employee needs to take a 5-minute break to breathe and get away from their desk, not only allow it without resistance, but recognize it as something healthy in its own right.
- Establish and promote a robust Employee Assistance Program that includes mental health counseling, financial counseling, addiction counseling, and other services to help them cope with stress brought into the workplace.
It is vitally important to recognize that prioritizing productivity targets (which are often unrealistic) over employee well-being will not only harm the people who make up the company, but the company as a whole.
