BUSINESS
Helping AVOID BURNOUT
We all feel the pressure to get as much done as possible – it ’ s the way we have been socialized , from school to the workplace . While productivity and hard work are necessary for a business to thrive , so too is protecting your employees from burnout , especially when they are working from home .
During the pandemic , there has been an added cultural pressure to be more productive than ever before . Whether its baking fresh bread every week , or learning a new language , we have all been asked to substitute the time taken up by our previous routine with something arbitrarily worthwhile . Many people have found this increased productivity mindset spilling into the way they work . While that extra effort from a team member is great , it ’ s also good to make sure they don ’ t burn themselves out .
Think about your team . Who is doing more than usual ? Who is volunteering for more than you suspect they truly have the time to complete ? Who is taking of engagement , anxiety , and even physical illness . You care about your fellow employees ’ wellbeing , and want to retain talent ; advocating for them before they reach this point is just one of the many ways you can show your strong leadership .
Foster a culture that acknowledges the importance of downtime .
Even if your team insists on jumping from one project to the next , ensure they know they can and should take the proper time to care for themselves , especially outside of work hours .
Lead by example when it comes to self-care . Share with your employees how you prioritize your time off , and take some of the guilt away from the prospect of them completely removing work from their Saturday vocabulary . Make the expectation clear that engagement is important during work hours , and detachment is encouraged outside of that time . A lot of the time , employees who are prone to ‘ toxic productivity ’ are anxious that it is required to keep less time for themselves ? Call it Type A , workaholism , or ‘ toxic productivity ’ – call it whatever you will , but make sure it ’ s being addressed .
One of the main problems with this compulsive productivity mindset is that it can be fueled by guilt . Employees prone to this behavior may be experiencing a sense of guilt and insecurity for not having done more . Setting impossible standards for productivity , and feeling shame when those are not completed , can also lead to a perception of selffailure , even when the opposite is true .
This burn-out inducing pattern can lead to poorer quality of work , irritability , fatigue and exhaustion , lack in good standing with their manager . The manager can nip that in the bud by assuring them that this isn ’ t the case . Be enthusiastic and acknowledging of their accomplishments and deliverables , not the fullness of their schedule . Listen . If you notice an employee struggling , take the time to show concern , ask questions , and graciously accept feedback . If you can take on the role of coach or counsellor to help an employee flourish in their career , that will be hugely rewarding to you , them , and your business .
26 MOMENTUM