Employee engagement is key to a cheerful workforce. It keeps employees invested in their work mentally, emotionally, and behaviorally—as long as burnout does not get in the way.
Leaders can—and should—stop burnout well before it tightens its grip on an organization. Here are five of the top tips to fight burnout and cultivate well-being.
1. Help Employees Set Priorities And Goals
As organizations have grappled with the uncertainty and tumult of the pandemic, many employees have felt a loss of control not just in their professional lives, but also in their personal worlds. One way leaders can help employees regain some of that control—and feel less uncertainty—is by helping them prioritize their goals and complete the tasks necessary to reach those goals.
Solution: Managers should hold quarterly performance discussions with employees to go over priorities. On top of that, they should have monthly check-ins to see how employees have progressed toward their goals.
2. Use Surveys To Understand And Address Employee Concerns
Feedback, collected through employee surveys, is an effective tool to help decrease employee anxiety. It shines a spotlight on where and how leaders can improve their organizations. Leveraging on our HR leadership, we can help you manage to retain your best hands, feedback gives us a starting point for taking steps that will keep employees happy.
Solution: The key is taking a people-centric approach. Find out what the unique groups in your organization really want and what they need, and then make adjustments accordingly.
It’s also a good idea to ask employees about stressors that may not be directly work-related, to see if the company can be of assistance.
3. Build A Framework For Regular Conversations
Keep the communication flowing between leaders and employees through formal and informal conversations. Use formal conversations to discuss team and individual priorities, and use informal chats to talk about progress. Feedback from employees can help leaders determine what content from those conversations is most impactful, so future conversations can be even more meaningful. The goal is to increase both the quality and the quantity of those conversations. In doing so, employees know what is expected of them and are more certain about their role in the organization.
4. Prioritize Flexibility
The pandemic transformed where people work. As the crisis subsides and employees return to the office, employers should recognize that some people will be most productive at home while others will feel more engaged in the workplace.
Solution: Made provisions for both groups. Try and open office in very safe ways. Your company should also equipped managers to help employees create productive remote environments, with steps such as ensuring their home workspaces are ergonomically correct. By allowing employees to work in the environment in which they feel most comfortable and certain, organizations can reduce stress and increase happiness.
5. Demystify Mental Health Resources
For employees on the verge of burnout, an Employee Assistance Program (EAP) can make all the difference. But employees have to know the service is there. Being an HR leader we know how to communicate frequently about the different reasons an employee can reach out to their EAP.
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Final Thoughts: Reduce uncertainty to deter burnout
For many employees, uncertainty has become the status quo due to the pandemic, and the changes it has brought about in the workplace and at home. That uncertainty creates stress, and can lead to burnout and less productivity.
By reducing uncertainty and leveraging on our HR management experience, we can create a supportive environment for employees that leaves them feeling more in control of their professional lives. Regular communication and attention to feedback from employees can help leaders create a work environment that is low on ambiguity, high on clarity, and far better for well-being.
