Keeping employees motivated is a crucial component of running a successful team. But often, work pressures can take a toll on an employee’s mental health and lead to employee burnout, a feeling of disconnectivity from work that can manifest in many ways (all of which weaken your team) like general negativity, lower productivity, and a higher chance of turnover. In fact, according to a recent study conducted by Gallup, workers who were interviewed and stated they experience burnout at their job were 2.6 times more likely to be actively seeking a different job. We’ve compiled a list of 3 tips to help you safeguard against employee burnout.
How do you safeguard against employee burnout on your team?
(1) Ensure that your employees know about their benefits.
As a manager, you probably already know that a great way to make sure your employees are happy in their jobs is to break down barriers so that they offer their best work to your organization. And what barrier is easier to break down than simply informing your team of company benefits that already exist for them?
While 92% of employers in the U.S. offer a tuition assistance benefit, fewer than 10% of workers utilize those benefits. And according to a study conducted by Bright Horizons, 85% of 22,000 workers interviewed cited educational assistance as important to their job satisfaction. This presents a massive opportunity to managers who want to reduce feelings of stagnation and burnout in their team – namely, simply showing workers that your organization offers opportunities for career development at no (or a lower) cost to them.
How to do it: If your company offers educational benefits, make sure your direct reports are aware of them at your next meeting. Ask them what their professional goals are, and let them know that you’ll advocate for them if and when they decide to take advantage of their educational benefits.
(2) Check in with your direct reports to ensure they have a proper workload.
Gallup’s research identifies unmanageable workloads as a key contributor to employee burnout; employees surveyed who said they have too much to do are 2.2 times more likely to report feelings of burnout. Managers who want to safeguard against employee burnout should remember to have an open channel of communication with their employees and a general idea of their workload.
How to do it: Ensure you have frequent one-on-ones with your direct reports where you discuss workload and what their professional goals are. This time should generate positive experiences for your employee; they should leave meetings with you feeling valued, have clear expectations to meet, and feel you support them and their work.
(3) Encourage your team to build social connections with each other and yourself.
Social connections seem more important than ever in the wake of the pandemic, and as a manager, you have the power to build a cohesive employee force where teamwork, inclusivity, and communication thrive. In the same survey above, workers interviewed also cited unfair treatment as a factor in employee burnout. This can include feelings of not being unheard by a manager and feeling excluded by coworkers. Preventing these situations before they start is essential to preventing burnout on your team.
How to do it: Give your employees opportunities to be social, even if it’s something as simple as a team lunch. Facilitating small moments that allow employees to connect will boost morale, foster feelings of inclusivity and trust between employees and management, and strengthen your team’s ability to get their jobs done.
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