How can you prevent burnout in your teams?
With 69% of remote workers saying they experienced burnout symptoms last year (Monster) and employees experiencing increasing stress and anxiety in their personal and work lives, how can your organisation minimise burnout?
Recognise the signs of burnout
Regularly checking in with your teams and understanding how they are feeling can help you learn to recognise signs of burnout. These can include low energy, a lack of motivation, absence from work and demonstrating high levels emotion or frustration.
Embrace flexible working
Flexible working isn’t just working from home, it’s managing outputs instead of time at the desk. Use flexible working hours to allow individuals to combine work and home life and think about opportunities for different approaches to the working day.
Encourage time off
Ensure your teams take regular rest time which includes encouraging individuals to use their holiday as well as taking breaks throughout the day. Discourage an ‘always on’ culture during evenings and weekends.
Understand the cause of stress
If there are high levels of stress within your teams, understand why and put in place plans to address this. This could be due to high workloads, unrealistic pressure and deadlines or a lack of clarity around expectations
Communicate support available
Regularly communicate the wellbeing support that you offer and how employees can access this as well. If you have an Employee Assistance Programme encourage people to use it where needed.
Have a clear purpose
Employees are less likely to be burned out when they have a clear purpose and feel like they are contributing to a vision and mission. Regularly communicate and engage your teams in your organisational purpose and plans.
If you’d like to talk about how our flexible recruitment can help free up more of your time, or about running an engagement survey to see how your staff are feeling after the turbulence of the last 12 months, get in touch today on 01952 281900 or sending an email to email@example.com