From the Blog:

5 Things Managers Can Do To Prevent Burnout at Work

Employee burnout is a problem during stable times let alone during stressful times. Lower productivity, emotional and physical exhaustion, lack of concentration, less recognition from managers, negativity, and a decline in health are all signs of burnout at work. 

Burnout can lead to high turnover of your top performers — highly engaged employees are at the highest risk for work burnout. An employee has to be all in and care deeply about their work in order to get to the point of feeling burned out.

And turnover can have a significant impact on your business. Replacing an employee is estimated to cost 90% to 200% of an employee’s annual salary.

So when workload increases and engagement fizzles, it’s time to take action. 

How to prevent employee burnout in your organization? Invest in well-being.

According to a recent employee engagement study, “burnout is responsible for up to half of all employee attrition.” Limeade Institute research found that turnover rates were four times higher for employees who weren’t registered for a well-being program compared with employees who were. When people have and use a well-being program, they’re more likely to stay at their organization.

5 ways managers can prevent burnout at work

1. Communicate with your employees 

Make sure every voice is heard. As a manager, it’s your job to motivate and lead your employees. Hold regular 1:1 meetings, focus on the positives before communicating the negatives, send cheers and show your appreciation on a regular basis.

2. Eliminate roadblocks

Are there any tools, policies or equipment keeping an employee from completing their daily work? Removing roadblocks will increase efficiency and boost performance. Setting your employees up for success directly impacts their well-being and helps prevent burnout at work.

3. Create realistic goals and expectations

Design a plan for your employees to achieve their goals. Challenge your employees to grow in their career but don’t raise the bar too high. Balance is key.

4. Encourage healthy work-life integration

Set clear boundaries and expectations for working after hours or at home, time off, and availability. Leaders help highlight and define the value of well-being improvement with their personal examples and reinforcement. When managers or executives support well-being improvement, employees will follow.

5. Give them a break

Encourage employees to leave an hour early after a particularly stressful day. Schedule weekly team lunches, go on a walking meeting, or plan a team-building activity or happy hour. Celebrate your employees, and bring teams together to refresh and rejuvenate as a company to prevent work burnout.