You probably don’t need an Indeed survey to tell you how bad burnout in the United States has become. In fact, it’s steadily become a problem that can’t be ignored. According to a poll of 1,500 professionals across all generations, 52% of respondents . Burnout is especially high among workers who identify as Generation Z or Millennials. Although, it’s still an issue for Generation X and Baby Boomer employees. Without changes, this problem won’t go away. Instead, it will continue to contribute to everything from , and even . say they’ve hit the burnout stage occupational disengagement increased risk of cardiovascular disease If you’re the CEO of a company or even a manager, you can take a few measures to help your colleagues avoid burnout. Below are some proven strategies to encourage a better sense of well-being among your direct reports. 1. Encourage employees to practice mindfulness. When studying the practice of mindful meditation, Harvard researchers discovered that it helped many people anxiety. In other words, being in tune with their brains allowed practitioners to better ward off common stress responses like a rapid heartbeat. depression and temper their feelings of The beauty of technology is you can easily share mindfulness practices simply through an app. Routine use of mindfulness-focused apps can be a resource for staff members. For example, the and teaches users how to regulate their emotions and shift their physical and mental states through consciously controlling their breath. Incorporating breathwork into daily activities can help activate the parasympathetic nervous system responsible for ‘rest and digest’, allowing for a more easeful existence in which the overdriven sympathetic “flight or fight” impulses become muted. app guides Othership Breathing Over time, you might even want to concentrate on hosting mindfulness activities or retreats. The more tools you give your team to better handle every day tensions the happier they’ll be overall. 2. Empower your workers to flex their schedules. Sure, some workers would like to be able to work from home. However, most workers are willing to give up the ability to be virtual 100% of the time. What’s the catch? They want to be able to control their schedules. As The Wall Street Journal explains, 95% of participants surveyed in November 2021 would like to . It’s not hard to understand why, either. Since 2020, many people are seeking a better work-life balance. Being able to choose when—and sometimes where—they work has tremendous appeal. After all, it allows people to bring their full selves to work, which is a recipe for healthier mental well-being and fewer distractions. flex their hours Even if your workers must be onsite to fulfill their responsibilities, consider changing their shifts. Could they clock in earlier or later? Or work four days instead of five? Get creative. You’ll be rewarded for your efforts by less absenteeism, presenteeism, and dissatisfaction across the board. 3. Enable workers to take paid time off. Even if your company offers paid time off to your employees, your teams may resist taking time off because of the company culture. In fact, one survey showed that about half of all employees all. time at don’t use vacation Why wouldn’t someone take time off, especially if it’s paid? Many feel that they’ll be judged. Some worry about retaliation or a heavier workload when they return. Accordingly, they either accumulate days off or end up losing days every calendar year. The best way to illustrate to workers that you want them to take time off is to do it yourself. As a leader, you’re a role model at your organization. When you prioritize your emotional and mental wellbeing – by calling off when you’re sick and taking personal trips, you make it less worrisome for employees to do likewise. And make no mistake: Time away from work is essential for well-being. 4. Offer training and resources for your team members. Our modern-day work environments are already stressful enough. Work can be extra-stressful when you don’t have proper training, resources, or information, you need to do your best. You’ve probably experienced that many times in your career. Now, imagine how it feels to personnel who may feel like they’re falling behind their teammates. Stressful, right? No matter how proficient, resourceful, independent, and hard-working your employees may be, there’s always room to grow, shower them with training. If you have helpful documents or tutorials, make sure your team is up to date too. And, if you have the resources, offer professional training courses. This type of investment will serve both your team and your company. A confident, well-educated team and strong company culture will ripple into the success of your business. When your workers know their stuff, you have a better chance of staying competitive. 5. Earn trust through consistent communication. Communication can fall by the wayside in any organization, particularly if some of your workers are remote. The less you say to your team, the less they’ll feel connected to your brand. That’s not good for putting everyone at ease—or for keeping turnover rates low. Aim to over-communicate by setting up regular check-ins with all the people who report to you. Make sure these check-ins are a time for you to catch up with them and assist with problems they might have. Consider these meetings as your opportunity to be a role mentor, not just a supervisory figure. As far as wider communication goes, double-check all your text pings and emails. Have you included everyone who needs to know? Aim to loop in the right folks so no one feels the psychological burden or embarrassment of being left out. Burnout may be a real phenomenon but it doesn’t have to run rampant through your business. Use your authority to make sure your workers feel calmer, happier, and less stressed. You’ll see a difference in everything from productivity to engagement. Image credit: Alexander Suhorucov; Pexels
