Burnout is a troubling issue for employees and managers alike. Often, it’s incredibly damaging to a worker’s mental health. In turn, their performance usually declines, and disengagement can occur.
Fortunately, managers don’t have to take a backseat. There are steps company leaders can take to help employees avoid burnout. Here are six ways to prevent employee burnout among your team.
1. Encourage Breaks
When an employee is constantly pushing themselves, stress levels typically continue rises. In time, that can lead to frustration, resentment, and exhaustion, all of which put an employee on the path toward burnout.
Instead of allowing team members to burn the candle at both ends, encourage them to take breaks. Make lunches and breaks away from their desks a must, ensuring they have time to recuperate. Additionally, set healthy boundaries regarding after-hours activities, preventing an always-on mentality from developing.
2. Set Clear Goals
In some cases, burnout is more likely when employees aren’t sure how they should prioritize their work. If they don’t have clear goals to align their activities with, they might end up scrambling to handle tasks they didn’t know were considered critical.
Outlining your priorities also helps workers understand what needs handling immediately and what can wait. As a result, they’re less likely to overburden themselves by mistake.
3. Distribute Workloads Evenly
In some cases, managers end up leaning heavily on their top performers. However, if you’re continuously giving a select few more work, their workload can quickly become unmanageable. When that happens, their stress levels rise, and resentment builds, which can lead to burnout.
When you’re distributing work, make sure the workloads are relatively even. By doing so, it ensures you aren’t pushing any employees beyond their capacity, and it also creates a sense of fairness which can benefit morale.
4. Embrace Recognition
Typically, morale increases when employees feel seen and valued. Additionally, acknowledging achievements and offering thanks for their efforts rewards employees for handling challenging situations. In turn, stress levels decline when recognition is part of the culture, and that can lead to less burnout.
Just make sure any recognition you offer is specific and that rewards that come with it are proportional to the effort involved. Relying solely on a heartfelt “thank you” may work for daily activities, but it’s better to up the ante for larger accomplishments to ensure your appreciation feels appropriate.
5. Offer Choices
Managing employee engagement seems challenging on the surface, primarily because not everyone is motivated by the same activities. However, by giving workers choices about the tasks they take on, you can potentially bridge the engagement gap.
Let employees discuss the division of work when various responsibilities need handling, increasing the odds that those who find a task engaging will get to take it on. Additionally, allow for the trading of duties when it’s appropriate, giving workers a chance to select ones that motivate them and give those that aren’t engaging in their eyes to a colleague who finds that work enjoyable.
6. Talk to Your Employees
Checking in with your employees regularly not only lets you monitor for signs of burnout; it allows you to take action proactively. Find out about the stresses, frustrations, and annoyances your team encounters. See if you can eliminate bothersome obstacles, streamline processes, or make navigating hurdles easier.
By doing so, you’re actively supporting your team, which can boost morale. Plus, you’re solving their problems, leading to a better work experience. In both cases, burnout often becomes less likely, all while productivity and efficiency rise. As a result, this strategy is typically a win-win.
Contact Selectek Today!
If you’d like to learn more about ways to prevent employee burnout or need to bring on top talent to fill your vacant positions, Selectek wants to hear from you. Contact us today.
