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“Burnout is nature's way of telling you, you've been going through the motions your soul has departed; you're a zombie, a member of the walking dead, a sleepwalker. False optimism is like administrating stimulants to an exhausted nervous system.” - Quote by Sam Keen, Fire in the Belly: On Being a Man
The issue of Office burnouts has gained centre stage over the past few years. One of the fallouts of high pressure and stressful jobs & careers is burnout that led to physical and mental stress & conditions. It's time that the leaders / owners / top management of companies (big or small) take the lead in ensuring a negative atmosphere leading to burnouts and attrition. For burnouts affect not only company work but also finances & reputation. Very few people wish to work in such stressful and tense workplaces even at the cost of high salaries, quick promotions and wow perks. After all , Covid 19 has taught all of us to slow down, enjoy the moment and focus on the important aspects of life - health, loved ones and hobbies.
Burnout, a term coined in 1974, rests on a spectrum between chronic stress and depression. Research has shown that change the brain's structure. Emotional exhaustion and cynicism are early symptoms of burnout and need to be addressed in time. In this blog, we look at ways leadership can reduce employee burnouts (even if they can't eliminate them altogether).
Nurture self-worth of all - This concept covers protection of the self identity / worth of all employees. It covers a clearly defined work role of each person, being impartial & fair with all employees, institute system of 'rewards & recognition', and supporting all employees through highs & lows.
Increase the feeling of control of all employees - Under this banner, the management needs to convey clearly the expectations & goals from each employee, be transparent in all communication including big projects / deals and other stressful scenarios in the pipeline. Let people know what to expect, don't spring surprises. No keeping people guessing or in suspense. It's not a good idea. Be communicative at all times to ensure all employees are in control of their work, feelings and situations.
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Reduce exhaustion in workplace - Emotional and physical exhaustion is an indicator of burnouts. Workloads and job demands are big contributors hence office leaders need to work to address this issue. It can be addressed in the following ways: adopt a non critical / blame assigning route during reviews etc, build in "light work" days after high powered and pressured projects or timelines and rejig profiles / departments for those that don't fit well or do well in a particular role / department. Be flexible. Encourage time off and stress reliving activities. Ensure work - life balance and make it a part of company mission.
Let your company be a safe refuge where employees wish to come every day and feel productive yet happy. The ball is in the court of the management to ensure that each workplace is a "great office to work".
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