Employee burnout is a serious problem, and it affects many different areas of a company. Many companies think that they can reverse the situation by simply giving employees more money, a higher title, or more perks. However, these are only short-term solutions, and will not fix the underlying issue.
Burnout is a common workplace problem. According to a recent Gallup survey, two-thirds of full-time workers report experiencing burnout at some point during their careers. Common causes of burnout include unreasonable deadlines, unmanageable workloads, and no support from management. To prevent employee burnout, managers should consider the following tips.
Unreasonable time constraints: This type of pressure is usually imposed by people who do not know how long it takes to complete quality work or provide excellent customer service. Managers must be attentive to their employees’ work-related concerns and offer actionable support. Unfortunately, most managers feel that they are doing a great job at this, but too few have a sustained dialogue with their employees about their concerns.
The negative impact of employee burnout is enormous. Not only do these employees display a lack of interest in their work, but they’re also less productive and take more sick days. Additionally, they’re likely to have a higher risk of experiencing health issues, including frequent colds and digestive problems. For these reasons, it is vital for employers to address the issue of burnout early on.
Lack of support
While employee burnout is becoming increasingly common, employers must provide the necessary support to minimize the negative effects of this issue. Unrealistic expectations and an overload of work are among the factors that contribute to burnout. A lack of communication, too, can affect productivity and morale. A clear communication policy will also help employees open up to their managers and feel comfortable discussing problems.
A plan for prevention should be flexible enough to adapt to the unique needs of each employee. It should also consider a variety of strategies and options for addressing the problem. Some strategies may be more effective than others, but preventing employee burnout is far better than waiting until the problem becomes severe.
Feeling Like You Don’t Make a Positive Impact
There are several causes of employee burnout, and the main ones are related to the way a company manages employees. For example, an employee who believes that he is treated unfairly is twice as likely to be affected by burnout as an employee who feels he is treated fairly. This can occur in various ways, from bias and favoritism to mistreatment of co-workers and unequal compensation. In addition, a lack of trust and distrust between the employer and employee can create a rift between the two parties and result in burnout.
Another reason for employee burnout is feeling like they don’t make a positive impact. When employees feel like their work has no meaning or influence, they become frustrated and may even leave the company. This is why it is important for the leaders of the company to recognize each employee’s efforts and celebrate their successes.
Lack of time off
The symptoms of employee burnout include disengagement, exhaustion, absenteeism, and a decreased sense of accomplishment. These signs indicate that a person has exhausted their emotional and physical resources and cannot perform at a high level at work. The World Health Organization lists burnout as a mental illness. As a result, employers should take steps to minimize the risk of employee burnout.
Employee burnout can be avoided by implementing a time-off policy. Though time-off policies vary from one organization to another, they should be developed to meet the needs of the current workforce. Time off policies are most effective when they are embedded into a supportive culture. This requires permission, prioritization, and persistence.
Overworked employees can stymie growth and cause deterioration in customer service. Ultimately, this can affect a company’s reputation. Moreover, employees who are burned out can leave the company altogether. According to a recent survey by Indeed, 52% of workers feel burned out. Furthermore, they have 13% lower performance confidence and are half as likely to discuss their performance goals with their managers.
Employee burnout is one of the most common reasons for a poor performance. People who are burnt out tend to be less creative and productive. They also have a higher risk of leaving a job. Some of the factors that can contribute to employee burnout include long working hours, working for a company they dislike, and having too many responsibilities.
Is it time to learn how to address systemic burnout in your organization? Do you want to prevent it before it happens by understanding EQi and other strategies? Schedule a call or video conference with Christopher Lawrence or call us right now at 1-844-910-7111.