If you’re worried about burnout among your team, you're not alone. The Great Resignation has had many leadership teams putting their heads together to curb employee attrition. While many have tried to prevent employee burnout with new benefits, increased salaries, and other perks, they still find this job-hopping world a bit of a challenge. Sometimes predicting employee burnout can help leaders get ahead of burnout and focus on specific at-risk team members.
The first priority in preventing burnout on your team is to first check yourself for burnout. In other words, to paraphrase an ancient bestseller: Manager, heal thyself! In particular, these four Simplification Questions are quite useful:
Is there anything I shouldn't worry about?
What is the point at which "good enough" is good enough?
What is it that I really need to know?
What do you think merits my attention?
Is there anything on your desk or in your life that isn't worth the investment of your valuable time? Toss it in the trash. It should be shrunk. Remove it from existence. Be bold and unyielding in the pursuit of your goals. Life has gotten out of hand, and we must learn to let go in order to go forward.
People may concentrate on more creative, enjoyable work that involves higher-level thinking if security is kept easy. The correct solutions may help reduce employee cognitive strain while removing human judgment from the security equation (by reducing the number of decisions they must make). Despite today's high degree of automation, too many companies still depend primarily on nonexpert personnel to rigorously follow crucial and sometimes complicated security measures.
Mental health discussions, which were formerly taboo in the workplace, are now front-and-center at the finest companies. Leaders may encourage these discussions by dedicating Slack channels, virtual meetings, and wellness surveys to the issue, allowing workers to share their experiences and get access to resources. Workers who believe their employers support their mental health are not only less likely to develop mental health symptoms, but they also report better job satisfaction and more favorable opinions of their firm and its executives, according to a new research.
Occasionally, it is feasible to improve workers' mental health by assigning them less work or work that is more predictable. And sometimes burnout is caused by a company's larger culture and atmosphere, rather than by crushing workloads. When employees feel acknowledged for their efforts, treated fairly, and encouraged and motivated to play to their strengths, they report better levels of engagement and less burnout. Additionally, a favorable culture may motivate staff to adhere to security procedures and deter ex-employees from attempting intrusions. In a nutshell, be kind!
Productivity may skyrocket as developments in remote work, cloud-based software, artificial intelligence, and automation continue to transform the contemporary workplace. By addressing employee fatigue from various aspects — and eliminating human judgment from the security equation whenever feasible — we can reap the advantages of these technologies without succumbing to the security flaws they all too often disclose.
In this guide, you will find:
- OKR principles
- Formulas & scores
- OKR methodology
- Step-by-step guide
- Free OKR templates
- Common mistakes
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