Last week we talked about the importance of communicating at work when we are close to exhaustion or already feeling burned out.
Today, we are going to talk about the key role companies play in preventing burnout among their employees and what steps can be taken to achieve this.
Let's start with the most common causes of burnout at work:
- Overload – workload and time
- Pressure
- Role conflict
- Lack of support from managers, feedback, fairness, equality, and participation in decision-making
- A "broken" psychological contract between an employer and an employee
Any of these factors, alone or in combination, can cause even the best employees to leave their jobs.
Why is it important to prevent burnout in the workplace?
Engaged employees generate real results. They are motivated, enthusiastic, and focused. They enjoy their work and help drive productivity, performance, and growth.
So,
How can we prevent burnout syndrome in our company?
- Allow time for recovery: Employees who push themselves too hard at work are not only unproductive, but also lead to burnout. Managers should adjust workloads, set realistic expectations, and be mindful when someone has been going full throttle for a long time.
- Foster a mindset of well-being: When managers understand how employees think about stress, they can help them cope better and prevent burnout. It is key to help employees find their "sweet spot" of stress. Temporary (good) stress keeps us alert, ready to face a challenge. Chronic (bad) stress, on the other hand, can lead to many physical and mental health problems.
- Building social connections: We are programmed to be social. And the more we can rely on each other for support, the better we feel. In fact, social support significantly reduces stress, improves health and well-being, and increases employee commitment to their work.
As we can see, creating a work culture where employees are engaged and happy is a conscious effort that must be made at all levels of the company.
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