Three Ways to Help Your Employees Avoid Burnout
Stress is a natural part of any job—but recent events have ratcheted up employee stress to unhealthy levels, putting both their health and that of their organization at risk. The statistics are stark: according to a recent FlexJobs survey, employees are three times as likely to report poor mental health today compared to prior to the pandemic. Additionally, 42% of employees reported high or very high levels of stress, stemming from the pandemic, personal finances, current events, and more. For many, that prolonged stress has progressed to burnout, characterized by emotional exhaustion, detachment from work, and poor performance—all of which can spell trouble for the employer.
HR leaders have too much on their plates due to the enormous changes wrought by the pandemic and employee burnout is just the newest issue they are facing. It will quickly move to the top of the list since burnout is tied to lower employee satisfaction and overall business outcomes. HR professionals and business leaders will need to tackle the mental health and employee burnout problems head-on.
Solutions to Avoid Employee Burnout
1. Model healthy boundaries
The competition between work and life has never been greater than during the pandemic, as many employees juggle work, childcare, homeschooling, and more, simultaneously. HR leaders should encourage managers to not only urge employees to create boundaries between work and life but also to show them how to do it. Leaders should encourage employees to sign off at a certain time each day and reinforce this by not sending emails or messages to them after hours or on weekends (employees are programmed to respond to emails so best to hold them until Monday morning.) Employers can also provide stipends for home office setups to help employees create boundaries in their new workspace.
2. Give employees some control
With the pressures of the pandemic, many employees have likely felt like much is out of their control, which could be fueling their sense of burnout. To counteract that, HR and business leaders can create policies and structures to help them take back some of that control. Offer flexibility in when, where, and how people work, so that they feel empowered to balance work and life however it suits them. Give employees some say in how they communicate with their teams—email, chat, video conferencing—and encourage them to take time off when it’s best for them.
3. Listen to employees
The challenges of the pandemic are sure to continue for some time, and employers need to invite and genuinely consider feedback from employees as these challenges evolve. From creating long-term hybrid or remote strategies to designing new ways of collaborating, employees should have a voice in the company’s direction. When employees can take an active part in creating the future of the organization, they’ll be more engaged in their work and more connected to the mission of the employer.
Burnout and stress aren’t only a threat to individual employees: overtaxed and overtired employees can make mistakes that put the company at risk. As HR leaders understand how to avoid employee burnout, decisive and proactive actions will be necessary to protect their workforce and the company. By destigmatizing mental health, encouraging a culture that centers transparency, and creating forward-thinking policies, employers can create healthier employees and workplaces.
Since 1988, Elite Personnel has been helping businesses in Maryland and the DC Metro area recruit talented, qualified candidates. Learn more about the benefits of partnering with an experienced staffing agency for temporary, temp-to-hire, and direct hire staffing services.