In addition to impacting how we conduct our personal lives, the pandemic has drastically transformed the World of Work and, unfortunately, many employees are feeling burnt out as a result. In our always-on digital world, creating work-life balance has been a challenge of its own. Add the general fatigue they’re feeling and you have the perfect storm for physical and emotional decline.
If not addressed, burnout can have intense consequences on both individual and organizational health. Here are some things you can do to better support your employees.
Consider Your Corporate Culture
Make sure your approach to talking about burnout aligns with your organizational culture. Companies that reward long hours and unrealistic workloads will have a tougher time communicating about this than those that prioritize balance and safety during these unusual times. Your organization’s culture sets the tone for having successful conversations about stress and fatigue with employees.
Acknowledge That Burnout Exists
It’s critical to minimize the stigma around burnout. Accept that employees could be suffering. Many people have learned how to camouflage it, so it’s important that you acknowledge burnout exists and invite discussion about how to address it.
Check In On Your Own Mental Wellness
It’s not likely that you will help others if you aren’t healthy. Check in on your own wellbeing first. Doing a quick self assessment by asking questions like, “Do I find it hard to concentrate?” and “Is stress interfering with my sleep?” or “Do I isolate, or act out in unhealthy ways when I think about work?” From there, you can take steps to minimize stress or get help, if needed.
Learn to Recognize the Signs of Burnout
It can be difficult to recognize burnout in others — especially since it can begin with increased enthusiasm and the compulsion to prove oneself. When employees first take on a new task, such as working remotely, they may feel a surge of creativity and commitment. But if stress isn’t well-managed, people can begin to suffer both mentally and physically. While not everyone experiences burnout in the same way, there are some common behaviors to watch for including lack of energy, frequent illness, and irritability.
Plan in Advance
Position your conversations about mental wellness and/or burnout to go well by preparing ahead of time — these aren’t conversations to “wing.” Check in with your organization’s legal and HR teams to ensure that the support you’re offering follows protocol.
We can’t always control burnout — but we can control how we discuss it with employees. Acknowledging how you and your team feels, making time to check in, and encouraging everyone in the organization to do the same are a few ways to help each other through difficult times.