Elements to Consider When Looking for Your Dream Job
If you had to describe your dream job in specific detail, could you? Many of us have a vague idea of what we want in a career, but it can…
Burned out?
You’re not alone.
89% of full-time U.S. employees have experienced burnout over the past year, according to a survey by Viser.
In 2019 the World Health Organization officially recognized burnout as an occupational phenomenon and described it as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”
Unsustainable workloads, a perceived lack of control, and a lack of community are all factors that can contribute to burnout, according to a University of California Berkeley study.
Burnout has a significant cost to both individuals and organizations. Between lost productivity, employee disengagement, absenteeism, lower organizational commitment, and turnover, burnout costs organizations as much as $190 billion annually.
Here’s what you can do to identify and address burnout on your team:
Watch for signs of burnout
According to Magellan Healthcare, these are four markers of burnout:
If you notice one or more of these signs in a team member, have a conversation and identify the specific cause or causes of their burnout so you can work together to address it.
Explore Your Team Members’ Desired Autonomy Needs
Being micromanaged and having a lack of control in the workplace contribute to burnout. Explore your team members’ desired autonomy needs by asking each employee the questions below:
When you support your team members’ autonomy, your team members are more productive, have greater job satisfaction, less burnout, and higher levels of psychological well-being.*
* Paul P. Baard, Edward L. Deci, and Richard M. Ryan, “Intrinsic Need Satisfaction: A Motivational Basis of Performance and Well-Being in Two Work Settings,” Journal of Applied Social Psychology 34 (2004).
Reduce Time and Energy Drains
Unnecessary meetings, inefficient collaboration processes, and never-ending workdays all contribute to your team members’ burnout.
What will the team not be able to accomplish, create, or build if they are in this meeting?
2. Co-create work execution norms with your team members that enable everyone’s performance and engagement. Gather your team and discuss the questions below:
52% of employees reported that “being asked to take on more work” is the number one burnout contributor in the Viser survey. Ensure that your team’s meetings, collaboration, communication, and execution norms reduce workloads and alleviate exhaustion.
Burnout is pervasive and costly. Watch for signs of burnout on your team and work to address them immediately. Support your team members’ autonomy needs and actively eliminate unnecessary meetings, inefficient collaboration processes, and never-ending workdays.
Download my free guide, Top 2022 Workplace Trends and Strategies to Decrease Burnout, Increase Engagement, and Retain Top Talent, to further assist you in addressing burnout here.
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