What is specific to your tech start-up company that might make it challenging to prevent burnout?
Tech companies have a different kind of culture, especially in the initial years. We work hard and we work long hours because of the competitiveness of the industry. We have to walk the extra mile – maybe even 10 miles – and give extra effort. So, many from the outside looking in, think it is stressful, because this is not a 9 to 5 job, and we do not pretend it is.
In the first year, we had to work on Saturdays too, and most of the tech team did not leave the office until 9 pm. But we realized it was not sustainable, and we changed that and forced a lot of tech team to go home earlier. But also, we understand they work in a different style, so if they stay late, we are opened to them arriving at the office later the next morning too!
Then how do you help your employees stay un-stressed out?
We have lots of benefits and perks such as reimbursing their gym card memberships, because we know that exercise helps the brain work better. However, we go deeper than that. For us, it is a mindset.
Many people start to feel overwhelmed at work because they do not see the meaning in their tasks, and they lose motivation. The “stress” becomes unbearable instead of an impetus. So, for us, it is important that they feel pride in their work. This is part of our company culture, that they know how their tasks at hand contribute to the bigger picture and mission of the company.
What have you found to be most effective in helping employees cope?
Proactiveness on management’s part. By the time employees come to talk to managers, it is too late – we have had cases where employees come and simply say they want to quit. When they do that, we know they have broken down and collapsed, and they are burnout. We have learnt over the years it is better to encourage an open discussion before they get to that point so that we can find a way to help them.
For instance, this particular colleague felt he was working so late that he could never see his children, but he did not share that with anyone. Once we found out that was the reason he wanted to quit, we encouraged him to leave the office earlier, and simply come in earlier to finish his work after he sends his kids to school, even if the rest of the office has not arrived. Then, he was happy again.
欧阳云
亚创集团总裁
Yun Ouyang
President, Asia Innovations Group