If you are reading this article I am going to assume you are not only a business savvy person but even better one that cares about colleagues and your support staff. By offering visibility into the Company’s vision and goals and using proper technology to increase productivity and quality you have created a culture to attract top talent. This is great! Until it’s not. Many top performers need leadership to model strategies on how to thrive without taking on too much.
Top Strategies to Avoid Burnout
- Recognize hard work ALWAYS. This sometimes comes with a tangible reward but often people appreciate a simple thank you. This should take place at all levels within your organization. No exceptions.
- Offering flexibility at work is not enough. As a true leader you need to utilize flexible work policies and insist that your workforce does so without any consequence. Often, we see companies offer benefits to their employees but then don’t embrace it as part of the culture.
- Have a general idea of what responsibilities your staff members have and what projects they are working on. This could be managed through a technology tool or just a quick check in to see how someone is doing and what they are working on. Remember, it is easier to manage workloads on the front end or during a project rather than after when an employee is burnt out already.
- Give freedom to employees (responsible adults) to complete projects and tasks at the appropriate pace in the manner they see fit if they are meeting deadlines and producing quality work.
- Limit duplicative work. Planning tools like Microsoft Planner are a great way for teams to stay connected and have visibility into what teammates are working on. This can not only reduce the risk of people duplicating efforts on the same task but can also allow others to jump in and help when needed.
- Encourage employees to seek help and ask questions if they need to do so. An open-door policy allows people to seek help when they need it and not waste time and efforts on tasks or projects that they do not understand or have stalled out for one reason or another.
- Be forward looking with projects and employee responsibilities. Have open discussions with your employees on what the next 30, 60 and 90 days look like. Often people manage better through tougher times when they know what to expect.
Burnout is Not the Ending You Want
Burnout is hard to come back from. Often if an employee has reached this stage in their job they no longer value the company the way they should and may choose to leave.
Bottom line – take care of your people and they will take care of you.