Close to 4.2 million employees walked away from their careers in the last quarter of 2022 to begin new roles with new employers. There are countless stories of high performers making unplanned exits from careers without a contingency plan. One reason traces back to the pandemic, a time when people realized how unhappy they were, especially at work. While plenty of people tried to push through rough times, many gave in to the fact that their unhappiness was simply a result of burnout.
Now that the world is returning to normal, employers have taken advantage of burnout employees looking for a fresh start. Competition has gone through the roof as companies intentionally lure talent from other companies with rewards, benefits, and pay that could potentially make people happier and more satisfied with their job. For employers trying to hold on to their most-valued talent, getting ahead of and managing employee burnout will be key.
How can employers alleviate burnout?
Provide Access to Professional Support
While the past two years have caused burnout, underlying stress is the root cause. To address this, providing employees with access to platforms and professionals that help them manage stress and burnout is one of the most effective ways to get ahead of it. In fact, you could even prioritize mental health by offering mental health days as part of employees' sick and vacation day packages. This demonstrates to employees that the company cares about their well-being and empowers them to take control of their health.
Reevaluate Your Meetings
Let's face it. Not all meetings are essential, and many employees are tired of the unnecessary and seemingly pointless meetings. Often employers hold meetings that may benefit a few employees but have little to do with other employees' tasks. In this case, employers must reevaluate which employees must attend and which ones should just be kept "in the loop" with asynchronous videos or email updates. Not only does this free up time for other employees to be more productive, but it also reduces the likelihood of burnout and stress.
Additionally, employers should consider mixing up meeting locations and formats. A change of scenery or discussion could break up the monotony that many employees experience.
Provide More Flexible Schedules
Last but not least, the term work-life balance has taken over workplace culture. Most employees believe that the foundation of work-life balance is being trusted to get work done while also having time to prioritize your personal life. And what better way to do that than with a flexible work schedule?
Giving employees control over their schedule or providing extra work-from-home days (or mental health days) could be the difference between employees being engaged and ready to tackle the next project or dragging their feet on their current assignment.
Moving Forward
Every workforce is different. What your employees prioritize could be different from what other teams prioritize. Even though you may implement various tactics to manage employee burnout, monitoring those changes and seeing how they work is crucial. So, here's how to move forward after putting a plan into action.
Have a Listening Ear
The best way to evaluate your efforts and ensure employees are engaged is to listen to them. You can do this through stay interviews or employee surveys. The most important thing is keeping the dialogue open and preparing to make adjustments along the way.
Be Consistent in Communication and Remain Inclusive
For employees, interacting with managers outside of meetings can make a positive difference. Managers who make spontaneous phone calls and schedule impromptu meetings to check in are the ones who will champion their team’s successes and help them through their disappointments. As a result, employees will feel more supported and less overwhelmed.
This continuous stream of communication will also provide equal growth opportunities- managers will know who their best performers are and can participate in helping the employee reach new goals. Being inclusive goes beyond hiring and retaining talent with disabilities and differing backgrounds – it also includes a culture of learning that factors in different levels of experience, company connections with the community, and transparent policies and procedures.
Don't Wait. Be Proactive.
After all the events of the last two years, it's clear that stress and unmet expectations are the leading causes of employee burnout. However, employers prioritizing employee health and well-being create more resilient workforces that stay ahead of burnout. Fostering and streamlining communication, providing support, and valuing employee input are all ways to actively create a healthy workplace culture that keeps employees engaged. In the current landscape, minimizing burnout is challenging, but the promise of high employee retention makes it all worth it.
