Your employees are showing signs of burnout. What can you do to help them?

Always encourage communication, support balance, manage workload, recognize efforts, offer development, and address organizational issues to combat burnout.

I try to meet my team member where they are as people have different needs and ways to restore energy. For some, it will be encouraging vacations, for others, it is ensuring they are setting realistic expectations for themselves (not every email needs immediate attention). Celebrate and recognize even small wins.

One source of burnout is feeling disconnected from what brings you energy and purpose. One thing I have found helpful with clients who say they are feeling burnt out is to do a values exercise with them. I ask them to rank their key values and to think about how much time they spend on them. This is a great way to start reflecting on where they may be losing energy and what changes they want to make to feel more fulfilled and connected.

In my experience, Burnout often stems from feeling unappreciated or unrecognized at work. To counter this, it's important to regularly acknowledge and praise your employees for their achievements and strengths. You can do this publicly or privately, using verbal feedback, written notes, awards, or bonuses. Showing appreciation boosts morale, confidence, and satisfaction. By recognizing employees' efforts, you create a supportive and motivating environment that leads to higher engagement and productivity. Foster a culture of appreciation to combat burnout effectively.

To support employees showing signs of burnout, HR can implement strategies such as promoting work-life balance through flexible schedules or remote work options, encouraging regular breaks, and providing access to resources for stress management and mental health support. Open communication channels for employees to express concerns and offering additional support or workload adjustments can also help alleviate burnout symptoms. Regular check-ins and acknowledging employees' efforts can reinforce their value and well-being within the organization.

I got married recently, and traditionally I will keep on top of emails whilst on annual leave to catch anything important and to reduce the amount of catch-up required upon my return. My CEO had different ideas this time though, and so he reset my email password and promised to check daily and let me know if there was anything that needed my attention. I was reluctant at first, but eventually agreed, and it was a fantastic decision. Sometimes, as leaders, we have to step in and help people help themselves, and it's all very well and good encouraging people to take breaks and vacations, but perhaps we should be going the extra mile in finding out how we can support our people to take their minds on vacation with them.

I create a safe space for employees to discuss their concerns and struggles. Encourage them to openly communicate their feelings and experiences, and assure them that their well-being is a top priority. I offer flexible work hours or remote work options. This can help employees better manage their personal and professional responsibilities, reducing the risk of burnout. Encourage them to take regular breaks and use their vacation time. I offer workshops, training, or resources on stress management, resilience, and mindfulness. These can help employees develop coping strategies and build emotional resilience. I clearly communicate job expectations, responsibilities, and achievable goals, and avoid unrealistic expectations

Totally agree. If your employees are showing signs of burnout, it is a clear sign of improper work life balance. An open environment that infuses learning, caring and sharing, flexible work hours, taking some time off with the team will change this situation. Focus on mental wellness, physical health and conscious effort to achieve psychological safety.

Recognizing the hard work of your team is key in preventing burnout 🫶 I believe in regular acknowledgement of team’s achievements, strengths, and contributions. Whether it's public praise or a private note, there are various methods and tools available to leverage as per the situation. Nevertheless, showing appreciation is important and goes a long way in boosting morale, confidence, and overall job satisfaction. Keep the positive vibes flowing!✨

É fundamental para promover sua saúde e bem-estar, e tal. Algumas abordagens necessarias: Implementar políticas que incentivem e facilitem a utilização de pausas durante o expediente, como horários de descanso e áreas de relaxamento. Educar os funcionários sobre os benefícios de tirar férias regulares, destacando a importância do descanso para a saúde física e mental. Oferecer incentivos, como bônus ou dias adicionais de folga, para aqueles que planejam e tiram férias de forma regular. Criar um ambiente de trabalho que valorize e normalize a cultura do descanso e do autocuidado, onde os funcionários se sintam encorajados a se desconectar do trabalho quando estiverem de folga.

Providing autonomy and flexibility in the workplace is essential for employee engagement, motivation, and preventing burnout. Strategies to implement autonomy and flexibility include setting clear goals and expectations, offering flexible work arrangements, involving employees in decision-making, encouraging creativity and innovation, and providing support and resources. These strategies create a work environment that empowers employees, leading to increased engagement, satisfaction, and productivity, and fostering a positive organizational culture.

Constant micromanagement and regimented approach on the part of superiors contribute significantly in causing stress/burnout to employees. By providing autonomy and flexibility (without changing goalposts), one supplies necessary 'oxygen' for an employee to breathe and shine! In that sense, seniors need to learn art and science of delegation and autonomy.

Autonomy is HUGE and gives employees a way to have creativity and ownership of their work. Being flexible and allowing your team to have as much autonomy as possible as long as they're meeting their goals and expectations should be the norm. Micromanagement is the killer of top performers and should be avoided at all costs. It significantly contributes to stress and burnout and makes people feel controlled and powerless. Involving your team in decision-making processes and asking for their opinions and feedback also gives them that sense of belonging and importance, increasing their engagement and feeling of ownership. Fully respect your teams - micromanagement has no place in a team where trust is built and maintained!

To achieve restauration and empowerment of a colleague near burn-out requires a lot of empathy. Giving "good advises" is easy, but recognizing the pain and the root causes is a demanding process. It's even harder to put in place the necessary changes. But it's possible and immensely rewarding for everybody in a team if it works. Responsibility, ownership and resources have to be closely aligned in order for goals to be achievable and rewarded.

La autonomía y flexibilidad es importante para poder mantener un equilibrio en la vida laboral y personal. Poder trabajar en casa o lugares que no impliquen desgaste físico por tiempos de traslado ya sea en transporte o en el tráfico es de gran importancia y ayuda a que nosotros como empleados nos desempeñemos mejor. Pasar tiempo con tu familia al mismo tiempo que desempeñas tus actividades diarias de la vida laboral puede dar una mejor calidad de vida.❤️

One of the biggest drivers of burnout is lack of progress. Figure out what's preventing teammates from making breakthroughs and experiencing success. When things are going well, and people are recognized for their contributions, burnout tends to fade away and people find energy and enthusiasm from the momentum.

Don't wait until things get worse: Be proactive in supporting your team. When they feel overwhelmed or unsupported, it can lead to burnout. Provide training and coaching to help them handle their tasks better. It's like giving them the tools they need to do their job more easily. Equip them with the right tools and technology to make their work smoother. Imagine if you're baking and someone hands you the perfect mixer – it makes everything easier! Foster an atmosphere where everyone helps each other out. It's like having a buddy when you're struggling with something – it feels less overwhelming. Let them know they can talk to you if they're feeling stressed. Sometimes just talking about it can make a big difference.

To combat burnout, provide active listening, counseling services, wellness programs, flexible time off, training opportunities, peer support networks, and lead by example. Prioritize employee well-being to foster a resilient and thriving workplace culture.

To reduce stress, it is often helpful to Provide Support Resources to the employees. Offer access to wellness resources, such as mental health support, counseling services, stress management programs, or relaxation techniques. It is also important to foster a positive Work Environment by Creating a supportive work culture where employees feel valued and supported. This can include team-building activities, peer support systems, or mentorship programs

I agree. People managers simply providing open communication and regular touch bases contributes to their staffs productivity and can alleviate some of that burn out.

Having clarity on your role in the organization helps to manage your time well. One of our employees in HR role was a great extrovert and used to be top on things in the org like organizing events, updating the latest trends in the market, and involving in every thing that matters to the company but end up having poor performance review. The only issue was the employee never understood her role. and performance review report disappointed her. Take time to reflect on your current role. What are your core responsibilities? What tasks do you find most fulfilling? Are there any ambiguities or gaps in your understanding of your role? Assess whether your current tasks align with your job description and organizational goals.

To solve a problem, we must first identify and define it clearly. Before offering a solution, I'd first try to validate if it is indeed burnout. When we notice that an employee is under stress, the first recommendation would be to engage in an open, safe and candid conversation to figure out the root cause. Did the employee suddenly become disengaged? or was this a gradual change? and for how long has it been noticeable? With a conversation we could find out if the behavior is indeed related to workload, their supervisor, or a personal / family situation? other? Once we validate the cause, we can then design the specific solution applicable to the individual employee. We may not have a "once size fits all" solution for all humans.

Start by having a private conversation with your employee to understand their workload, challenges, and overall well-being. Ask open-ended questions about their experiences and listen actively to identify potential stressors. Consider reviewing their current tasks and responsibilities, ensuring a realistic workload. Encourage open communication to foster a supportive environment, and if necessary, involve HR to explore potential solutions together.

Work is one of the dimensions in an employee's life. The real cause of stress need not be work-related issue all the time. Thus, it is important to figure out the root cause with the help of a trained counselor/expert. Only when we know the 'dragon', we can know how to fight it and win over it.

Keeping an eye on employees' workloads and intervene if they appear to be consistently overwhelmed. Consider redistributing tasks, adjusting deadlines, or hiring additional support if necessary to alleviate pressure.Help employees prioritize tasks and delegate responsibilities when necessary to prevent feeling overwhelmed. Encourage them to focus on high-priority tasks and let go of less important or non-urgent

Find out what's the root cause and maybe, if it's on you, stop assigning them work for 10+ hours when they are supposed to work for 8.

Some of the busiest and hardest working times of my life didn’t result in burnout, in fact it was quite the opposite. I was so connected to the people on my team and the mission and purpose behind the work that I found myself with nearly limitless energy to keep pressing on. However, there have been other times when I felt completely burned out and teetering on the edge of despair under a less significant work load. I believe it’s because I wasn’t as connected to the people around me and I didn’t see the impact I was having on others. I was working hard and didn’t experience the fulfillment that comes from connection to others.

Supporting Burned-out Employees: Recognize & Appreciate: Regularly acknowledge achievements using varied methods like awards or bonuses. Recognition boosts morale and satisfaction. Provide Autonomy & Flexibility: Counter feelings of powerlessness by offering autonomy and flexibility. Involve employees in decision-making, fostering engagement and creativity. Offer Support & Resources: Address overwhelm by providing necessary support and resources. Offer training, coaching, mentoring, and tools to enhance efficiency. Address Root Causes of Stress: Identify and tackle underlying stressors such as workload, deadlines, role clarity, conflicts. Seek employee input for improvement suggestions and monitor outcomes for ongoing adjustments.

In the unforgiving hospitality industry, talk of realistic expectations feels like a cruel joke. Employees are perpetually stretched thin, chasing unattainable goals in a cycle of exhaustion. But amidst this bleak landscape, a flicker of hope emerges. By acknowledging the harsh realities and working collectively towards change, there lies the potential for a transformed industry—one that prioritizes the well-being of its workers alongside its bottom line. There is a way, but the bottom line will have to adjust with the times.

Addressing employee burnout requires a balanced approach of prevention and intervention. Cultivate a culture of work-life balance, open communication, and well-being by offering flexible policies and resources for stress management. Detect signs of burnout early through regular check-ins, and provide support and workload management strategies. Foster a supportive environment, celebrate achievements, and promote professional growth. Regularly assess and address systemic issues contributing to burnout. Lead by example as a supportive leader, modeling healthy work habits and demonstrating empathy. By prioritizing employee well-being, organizations can create a positive and thriving workplace culture.