Although burnout has a lot to do with how individuals manage their workloads and stress, company leaders and managers play a crucial role in preventing—or promoting—workplace exhaustion.
In order for managers and leaders to achieve the former, they must create a work environment in which people feel heard, regardless of whether they express concerns or ideas.
It is an environment where they know that what they have to say is important.
Here are three ways these organizations can help prevent burnout among their employees:
- Be selective in sharing the challenges you’ve faced in your own career, such as having a tough boss, the mistakes you’ve made at work, and how you resolved them.
What they need to hear is that things go wrong, that you don't have all the answers, that you make mistakes, that you are a human being with flaws, so that they can feel that it's okay for them.
- ??Hold regular one-on-one meetings. Your team members should feel that you’re willing to make them a priority, and the best way to do that is to set aside time for them.
Depending on the size of your team and your daily schedule, this could be for an hour a week, half an hour every two weeks, or whatever else works. And make sure you are 100% focused on them during their one-on-one meetings.
- ?Ask them directly to share their feedback. During your one-on-one meetings, ask questions such as: How are you finding your work? How are you finding our team? How do you feel about me as your leader?
Putting yourself in a position where your direct reports share that information with you allows you to increase the sustainability of your team. It gives you the opportunity to see what challenges workers face and thus discover how to make things easier.
