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  • Writer's pictureSGFIRSTAID

12 ways managers can do to reduce employee burnout

Updated: Oct 19, 2023

Employee burnout is a concern even in good times, let alone in bad.

Burnout at work manifests itself as lower production, emotional and physical tiredness, loss of attention, less acknowledgment from management, negativity, and a reduction in health.

Reducing workplace burnout and learning how to prevent employee burnout are critical for staff retention and general well-being. Although outside causes such as money, crime, or politics can cause tension, managers can actively assist lower their employees' stress through a variety of strategies. Here are 12 steps managers can take to assist employees transition from stress to success.

Hold Walking Meetings

Implement walking meetings to help staff recharge by getting them out of the office and moving around.

These sessions work best in small groups.

While physical exercise can help relieve stress, it's also crucial to ensure that walking meetings, like any other meeting, are effective.

The agenda for these walking meetings often includes any current difficulties and potential solutions, project and task updates, mentoring, and staff appreciation.

Promote Work/Life Balance

Managers must model a healthy work/life balance in order to encourage it throughout the business.

This means that managers must also make time for exercise, family, and self-care. Work/life balance may be promoted at the organizational level as well.

For example, encourage staff to ho home early before the holidays to instill the value of family time.

Alternatively, provide flexible scheduling to fit individual schedules.

Also, be explicit about the needs of a job during the hiring process so that individuals who are hired are on board with the criteria.

Monitor Workloads & Scheduling

A high turnover rate in a department may suggest a workload or scheduling issue.

Managers must guarantee that personnel are not subjected to exorbitant workloads or long, harsh schedules.

While workloads may surge on times, staff cannot be expected to handle excessive workloads and tight schedules on a consistent basis.

Monitoring an employee's travel itinerary, for example, may inspire a management to give a week in the office to relax.

Encourage Employees to Use Vacation Time

It is rather common for most employees to fail to use all of their vacation time.

The causes behind this are usually related to job responsibilities—a too-heavy workload, a lack of work coverage, or the fear of being perceived as disposable.

Managers may encourage employees to take use of their vacation time in a variety of ways.

Run a report first to confirm that employees' vacation time is not expiring or going unused. Also, encourage workers to take vacations vocally, and develop a culture that celebrates, rather than begrudges, employees having time off.

Provide Work From Home Options

Working from home is not a new notion, but managers can assist remove stigma and ensure policy is applied fairly by making it a habit.

Especially in light of the current epidemic, an increasing number of companies are encouraging their workers to work from home from time to time. 
Employees save time and money commuting, and the organization gains confidence. Working remotely can also alleviate the stress of time management for employees juggling important medical visits or working parents or carers coordinating care.

Prioritize Workplace Wellness

Offering a quiet spot for employees to unplug, meditate, pray, or relax for a few minutes can assist manage stress in the office.

Even investing in a few workplace aesthetics, such as attractive seats, plants, or fresh artwork, may help create a less stressful environment. Supporting employees in taking a mental health day at times of high stress or high job volume might alleviate worries regarding perception.

Offer Employee Assistance Programs

An EAP is a workplace wellness program designed to boost your employees' performance by proactively helping them resolve personal issues. This program offers confidential and short-term support that assists with a variety of issues, including financial, legal, physical, and mental health.

Although EAPs are often used for mental health counselling, they can also support your employees in a variety of other ways, such as helping them with:

  • childcare

  • elder care

  • pet sitting

  • buying a home for the first time

These benefits and services are also often available for each employee's dependents, spouse, and extended family. EAP programs can lead to better productivity, help business save money, encourage work positivity and increase employee retention. A pleasant work atmosphere is essential for keeping skilled individuals.

In general, millennials are less afraid to seek treatment for mental health difficulties, and as a result, they are more likely to value and use an employee support program.

It is inexpensive to adopt and gives considerable benefits to your employees while also contributing to your bottom line. This important program may help you build a happy, powerful, and productive team.

Implement Management Training

Managers may have a significant impact on staff engagement and retention. In a recent Randstad survey, 60% of respondents indicated they had left or would quit a job because of a terrible boss, with 58% saying they would stay at a lower-paying position if it meant working for a terrific boss.

Managers that are ill-equipped might intensify employee stress and drive them out the door.

Managers must be taught and equipped to teach and develop people as individuals and as members of a team.

Organizations must ensure that supervisors are provided employee management tools and skills, such as suitable feedback methods, goal setting, communication skills, recognition, and work assignment.

Establish Goals and Career Pathways

Employees reported a lack of opportunities for growth and progress as one of the top five workplace concerns.

Nobody wants a dead-end career at a corporation that doesn't care about its employees.

The Great Resignation has seen a record number of individuals leave their employment in pursuit of better work-life balance, income, and perks.

Another factor for employee turnover is a lack of professional development opportunities.

In a shifting technology world, assisting employees in acquiring new skills may help them adapt to a dynamic market and expand their growth chances both within and beyond the organization.

Encourage employees to perceive difficult events as a challenge rather than a threat, and they will be more likely to rise to the occasion. Opportunities for learning and growth boost productivity. That's all there is to it. Helping employees to expand their knowledge and abilities boosts their confidence, allowing them to execute tasks more efficiently and effectively.

Setting clear goals with employees not only ensures that employees know what to anticipate, but it also increases employee engagement.

Practice Open Communication

Communication is like calcium for your bones. When it's there, you don't notice it or think about it. You ignore it and continue about your business.

But when it's missing, every minute is agonizing. You can see every aspect of your body deteriorating. The same thing happens in your organization when there is no open communication.

When your teams do not communicate openly, employees continue to act on muddled signals and imprecise messages.

That can only lead to terrible business outcomes. Employee stress might develop merely because of the unknown when information is withheld and communication is inadequate.

Managers should make open communication a practice, ensuring staff receive regular, honest information, understand expectations, and understand how their performance compares to goals.

Set a good example.

Managers set the tone for their employees, thus it is vital that they control their own stress, avoiding negativity, rage, and aggressive behavior even in stressful situations. Managers, like any other employee, must take vacation, take frequent breaks, handle concerns outside of the job, and be purposeful about attaining work/life balance.

Accepting Employee Feedback

Employees may provide a lot of expertise and ideas provided employers are willing to accept them.

Managers should aggressively seek input on how to increase productivity, workload balance, teamwork, and job completion. Giving feedback is essential because it makes employees feel like they are a part of something bigger. Employees become more connected with the company's mission and values when they feel like they are a part of it.

Giving and getting feedback is a critical component of encouraging this participation. Effective communication fosters strong connections, attracts and maintains top personnel, grows and retains your customer base, and improves your employer brand.

Employee feedback is important because when given constructively it:

  • enables ongoing development

  • helps identify and removes blockers to reach targets and objectives

  • strengthens the relationship between manager and employee, as well as peer-to-peer feedback

  • makes employees feel supported in their role

All in all, these benefits and more contribute to overall positive employee engagement.

In turn, on an organizational level, employee feedback is important because it directly impacts both human resources and key performance indicators like employee retention, employee morale, company culture, and skills building.

Managers Make the Difference

Similar to how family relationships are the foundation of a happy home life, the professional employee-manager relationship can be the foundation for a successful organization, driving collaboration, providing career advancement and, hopefully, alleviating workplace stress, rather than being a source of it. But first, companies have to find those great managers.

If great managers seem scarce, it’s because the talent required to be one is rare. Great managers have the following talents:

  • They motivate every single employee to take action and engage them with a compelling mission and vision.

  • They have the assertiveness to drive outcomes and the ability to overcome adversity and resistance.

  • They create a culture of clear accountability.

  • They build relationships that create trust, open dialogue, and full transparency.

  • They make decisions that are based on productivity, not politics.

Conclusion? Employees have to be on fire to burn out. But how do you know when they’re feeling the heat?

Employees don’t burn out overnight. Burnout at work happens over time. Knowing the phases of burnout is the first step in helping employees, at any phase, recover from burnout.

Resources can include:

  • Time to relax and disconnect

  • Time and space to focus on building good relationships

  • Prioritizing care of emotional and physical health

  • Helping people reconnect meaning to their jobs

Employees who are extremely exhausted have lost sight of the purpose of their employment.

Managers and organizations must detect burnout and assist people in re-establishing purpose in their lives and work. Employee burnout is real, and it affects millions of people worldwide.

Companies must grasp the impact of burnout on employee engagement and business success, as well as the tools and tactics for reducing burnout in the workplace. Organizations (and managers) must recognize indicators of burnout and act as soon as feasible.

Companies should focus on employee well-being and manager assistance to prevent workplace burnout in the first place. When an employee is burnt out, employers and supervisors must take an active part in assisting the person in recovering. Burnout is not a personal issue, it’s an organizational issue.

Burnout needs to be addressed at all levels of the company in order to effectively prevent and combat it.

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