One of the biggest dangers a team and organization can face is the possibility of employee burnout. Employee burnout is defined as “a special type of work-related stress – a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” It is so common that those in any career are susceptible to “catching it”. Despite it being a common problem in the workplace, many are still unsure why it happens and how to avoid it.
According to a recent study by Gallup, about two-thirds of full-time workers have experienced burnout on the job. Burnout can trigger a downward spiral for not only the individual but also the organization. Most signs of burnout are often psychological and not always visible to the eye, causing organizations to ignore the amount of damage that is being done. Employee burnout is an issue that organizations need to be aware of and address. Below are three ways on how to adjust corporate policies to prevent burnout:
Encourage better work/life balance
Exhaustion and the feeling of being overworked is the number one culprit in employee burnout. Oftentimes, when an employee goes home or work, they still have access to their email. Thus, leaving them feeling obligated to answer the phone or be connected even after the workday is over.
While technology has been extremely helpful with communication in organizations, it has also become a bit of a hindrance. The last thing employees want to do when they leave work is to answer phone calls or emails. Organizations should be encouraging their employees to unplug once they leave the office. This allows every individual to enjoy their time at home and reduce the risk of them feeling overworked.
Put an emphasis on teamwork and collaboration
Encouraging employees to work together on a project is one way to help eliminate the risk of burnout. Coworkers often understand the amount of pressure and are able to empathize. Unified projects are a great way to strengthen relationships amongst the team and provides an opportunity for coworkers to work together.
Another indicator of an employee experiencing burnout is the lack of participation in team meetings. By encouraging employees to contribute ideas, it will help them feel as though they are a valued asset to the team.
Better dialogue between managers and employees
The manager-employee relationship is an extremely valued and important asset in an organization. Once managers create an ongoing dialogue with an employee, it helps open the door for them to reach out if they notice the employee might be struggling.
For managers, checking in on your employees weekly or monthly to gauge how they are doing should be a priority. This allows managers to better distribute workload and gauge how the employee is feeling to avoid any potential issues.
To learn more about how to engage with employees, check out our blog How to Maintain Positive Relationships with Employees!
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