Employee burnout is considered to be one of the most pressing issues faced by companies worldwide. Not only does it take its toll on employees’ health and wellbeing, but also puts a financial strain on the company, since their productivity and profitability is hindered. Therefore, it has become increasingly important for businesses to give their employees more attention and look after them.
The Human Capital 2021 Trends Report by Deloitte highlighted the necessity of incorporating employee wellbeing into the design of work at the individual, team, and organizational levels to prevent and address burnout in the workplace. Specifically, the report focused on the importance of weaving employee wellbeing in the fabric of the workplace at the individual and team levels.
What is Employee Burnout in the Workplace?
Exhaustion, cynicism, and a lack of motivation are hallmarks of burnout, which is a reaction to long-term exposure to emotional, physical, and interpersonal pressures.
- Signs of burnout include persistent fatigue or weariness.
- Burnout may be recognized by a general lack of enthusiasm or interest in one’s work.
- It also signifies a persistent sensation of helplessness or powerlessness.
How to Address Burnout in The Workplace?
As a business owner, if you have recently noticed your employees aren’t performing to the best of their potential, you must be wondering how to navigate around burnout in the workplace. If you haven’t made any efforts towards employee wellbeing so far, you might have to make some extra effort to do so. Here are some steps that you can take to get the process started.
- Developing and Maintaining Positive Behaviour in Company Culture
Company executives should prioritize the health and happiness of their employees to set a positive example for their subordinates; if they are unable to manage their own time effectively, how can they expect their employees to do so?
Monitoring and evaluating the aspects that contribute to employees’ contentment may be accomplished via network analysis and organizational metrics such as adaptive readiness and organizational friction.
Incorporate key performance indicators (KPIs) and objectives related to wellness into formal performance management, leadership evaluations, and reward and recognition programs.
People need to be encouraged to take responsibility for their health and to speak out when they are having difficulties.
- Bringing More Joy into Employees’ Professional Connections
Before forming teams, it is essential to discuss the members’ preferences and prerequisites with them and to utilize the information obtained via collaboration and networking to determine how best to assemble the teams.
Employee wellbeing initiatives can be acquired when we establish some ground rules to ensure successful gatherings of people (i.e., only making specific meetings video-focused, making some meetings walking meetings, sparing 10 minutes between meetings to start and end on time to allow for breaks, etc.)
Both proactively checking in on the needs of colleagues, and taking the time to build connections with one another to increase collaboration, in general, should be promoted as aspects that will help the workplace.
- Create Environments That Promote Physical and Mental Wellbeing
To ensure employee wellbeing initiatives, the environments you design for your workers take into account their physiological, psychological, and social needs.
Playbooks that outline the most effective working practices for developing efficient hybrid, in-person, and remote workplaces (including the role of natural light and windows, the need for a clean, uncluttered desk, and so on)
Conclusion
The age of employee burnout has arrived in the workplace. Employees are unable to keep up with the speed of the previous year, and companies feel pressed to make immediate and significant changes in response to the current economic climate. Right now is the time to implement employee wellbeing initiatives, and by improving workers’ health, you can also ensure the decreasing risk of developing chronic diseases.
