Workplace burnout is not a new phenomenon, but the intensity and extent of its current prevalence are certainly unprecedented. Research from Microsoft tells us that lockdown restrictions inhibit interconnectivity and intensify feelings of isolation, two factors closely linked to burnout.
As it seems we will continue to see-saw between the different stages of lockdown for the near future, you should act now to protect your team from burnout and its domino-like consequences for your organization.
Discussing Burnout
Most managers would jump at the chance to improve the mental health of their teams. Often, the stumbling block is obtaining the right information from the people that need help. An employee survey—preferably anonymized—is an effective way to gauge employee sentiment.
Don’t rule out face-to-face meetings now, though. A significant contributor to the burnout problem is the lack of direct human interaction. An in-person round table discussion (with the necessary precautions) could elicit more heartfelt responses and drive productive conversations.
Whichever medium you choose to interact, it is helpful to touch on these areas:
- The perceived level of burnout as compared to six months, 12 months, and 18 months ago.
- Sentiment on whether the status quo will increase or decrease burnout.
- Changes that could address burnout.
- Work and family balance.
- Feelings of isolation.
- Bringing levity to the workplace.
It may be impossible to keep close track of everyone, but do some employees seem to you especially susceptible to burnout or depression? A one-on-one with these vulnerable but valuable team members can have exponentially positive effects for the individual, as well as the company at large.
Implementing Solutions
Extended lockdowns have created the perfect storm of personal isolation and impersonal screen-based interactions.
Sometimes, the best solution is to take a break. Several large organizations have introduced circuit breakers into their annual plans. Akin to the year-end holidays, these one- to three-day shutdowns give everyone a much-needed break from the daily routine. This approach works better than staggered leave in combatting burnout, since workers don’t return to a tsunami of backed-up emails and messages from colleagues. If the prospect of shutting down seems unworkable, just consider how you manage to hold things together over the holidays. Perhaps a small skeleton crew is all you need.
Another immensely popular move to counteract burnout is to cut back on meetings. A universal theme of feedback from both managers and subordinates is that most meetings are unnecessarily long and unproductive. They remove competent, hardworking staff from their posts and place them in a room where their presence is often only required for a fraction of a meeting’s duration. Online meetings are no exception.
Managers should also look to educating team members in leadership roles about recognizing and addressing burnout. Perhaps most importantly, be optimistic and project that sentiment. A positive outlook—particularly from an organization’s leaders—can be contagious. If you are looking to proactively address burnout in your team, contact me to discuss strategies for the future.
