Kalderon HR

In a world that seems to demand more of us on a daily basis, it is important to ensure that the expectations we place on our staff are responsible and ones that ensure their wellbeing is considered.

Here are five practical ways in which you as an employer (or as an HR representative) can help your employees should they start to demonstrate symptoms of burnout.

Adjust workloads and clarify priorities

Burnout is a workplace symptom, that is, it is a direct response to workplace stress therefore employers and HR have a genuine responsibility to ensure that they respond to opportunities to reduce pressure in their staff. You can do this by having genuine psychological safe conversations, look at redistributing tasks, acknowledging priority work and making sure that everyone feels supported to decrease the possibility of chronic stress where possible.

Encourage regular breaks and time off

Burnout risk is compounded by that employee who says they don’t need a break, or heavens forbid, takes their laptop and access to emails to the Caribbean with them! Don’t be that boss, or that employee. Encourage employees to take their annual leave and to really disconnect from what is happening at work as this will help restore energy and help prevent exhaustion. Big bosses, or small business owners can fall into the trap of sending emails outside of work hours or later on a Friday night – this can make employees feel compelled to reply – be the one who sets the tone in what you expect your staff to do – i.e., get the downtime they need.

Psychologically safe conversations

I have already mentioned the importance of psychologically safe conversations – but what does that mean in practice? In essence, if your staff feel that they can come to you and have transparent conversations about how they are feeling (especially if they feel overwhelmed), and with no judgement then they are in a psychologically safe space. Encourage your managers to understand what stress looks like, make sure there are regular catch ups, with non-judgemental conversations, and make these a part of every day working life.

Offer wellbeing resources and practical support

If you are a business that can invest in employee assistance programmes or stress management workshops, then access them – do not see them as a waste of financial time – your staff will always be your biggest asset, no matter what your product is. However, for smaller businesses this may be a larger expense that you could find difficult, so find alternative ways to make your staff feel relevant and heard and work out what works for you and your team. It may simply be a wellbeing day that everyone gets to go, brings lunch to the park on a sunny day, or an extra day’s annual leave for everyone stretched over the year so as not to be financially impactful, as well as the usual check ins. Brainstorm it – talk to your team, what do they need – more flexible working? Invest in your staff and their wellbeing however you can – it will be worth it!

Improve workplace culture and fairness

Burnout is often driven by lack of control, poor recognition, unfair treatment or toxic cultures. Employers can and should make changes to workplace environments that genuinely recognise achievements, (not just generic emails that say well done this week) – ensure employees are involved in decision making, that treatment for everyone is fair and equitable, and that it is clear that your business believes in a culture where rest and balance are valued – and are not seen as a weakness.

Key signs to look for:

• Emotional signs such as increased cynicism or negativity, loss of motivations or enjoyment.
• Difficulty concentrating, persistent worrying – jumping to worst case scenarios or self doubt
• Physical signs such as content fatigue, sleeping problems, frequent illness due to lower immunity
• Reduced productivity or increased errors, avoiding tasks or withdrawing from colleagues – irritability, or working longer hours to “catch up”.

In can be hard to make sure you are considering all aspects of your staffs wellbeing and what that could look like for your business and employees. If you’d like support building healthier HR practices, or any thoughts about training or wellbeing sessions, please book a call.

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