Validating Burnout: The Importance of Listening When Your Employees Speak
Burnout is nothing new. It was on the rise before Covid came, and we hoped it would balance out as time went on. However, almost 4 years later, burnout is at an all-time high. And with lingering economic uncertainty, many companies are reluctant to hire more help or are in a constant state of “pushing through” until things feel more stable.
When employees muster the courage to express their burnout, it's not just a cry for help – it's an urgent plea for support. In this blog post, I delve into the crucial significance of hearing your employees when they say they are burnt out and explore the proactive measures organizations can take to address this pressing issue.
The Weight of Burnout
Burnout is more than just feeling tired; it's an overwhelming sense of exhaustion, both physically and mentally. When employees open up about their burnout, it's a courageous act, revealing the toll the work environment is taking on their well-being.
Believing employees when they express burnout is a fundamental element of building trust. However, that trust can be eroded if preventative action is not taken to correct the issue.
The Ripple Effect
A culture that genuinely cares about employee well-being is one that recognizes burnout. Leaders who listen and respond empathetically create an environment where employees feel supported and understood. However, listening is not enough.
Ignoring or dismissing burnout can lead to a detrimental ripple effect. Unaddressed burnout can impact not only the individual's performance but also team dynamics, overall morale, the company's bottom line, and family life. In environments where burnout is high, employees may even find it hard to retain new skillsets and information, stalling their progress and rendering training and workshops less effective.
Recognizing Early Warning Signs
Not all employees will speak up about burnout. The fear of saying something keeps many silent, which emphasizes the importance of employers being able to recognize the early warning signs of burnout. Changes in behavior, decreased productivity, and expressions of exhaustion are signals that should be taken seriously.
Empathy in Action
Taking action when employees express burnout is an opportunity to demonstrate empathy in action. It involves collaborative efforts to identify the root causes and implement strategies to alleviate the pressures contributing to burnout. Doing so requires addressing the short terms and long term issues that got you there. Here are my top tips for taking action towards extinguishing burnout:
Ask your employees what they need, and really listen to their answers.
You may hear that employees need more help which means hiring, more time which may mean budget and scope changes, or even time off to deal with a personal matter. While some asks may seem difficult to accommodate in the moment, spending the time and money to support your employee now will go a long way in retaining them.
Offer your support.
“How can I help?” is a key question to ask someone experiencing burnout. Help can take on many forms and is unique to the individual and the situation. Some examples are: offering to put more resources on a project to get past a deadline (followed by discussing long-term staffing needs to end the burnout cycle), honoring mental health days, re-prioritizing tasks to alleviate workload, giving permission to delegate/building delegation skills, or working with clients to shift deadlines so your team has more time to complete quality work.
Create real work/life balance.
Allow employees to take time off without guilt or repercussion.
Help in the planning and staffing of projects while a staff member is away.
Watch your work hours. If leaders are working nights and weekends, others will feel they need to follow. If emails are creeping into all hours of the night, make it clear that you do not expect the same from your team.
The Business Case for Empathy
Beyond the moral imperative, there's a solid business case for empathetic leadership. Organizations that prioritize employee well-being and respond compassionately to burnout are more likely to retain top talent, boost productivity, and foster a positive workplace culture. In fact, according to Forbes, “Well-being needs to be high on the agenda for 2024, with all leaders thinking and working collectively to develop strategies and policies that put the employee’s well-being first.”
Recognizing and addressing burnout is a shared responsibility that involves leaders, managers, and the entire workforce. By fostering a culture of empathy, understanding, and proactive support, organizations can create an environment where employees feel heard, valued, and motivated to contribute their best. In the journey towards a healthier workplace, believing your employees when they express burnout is the first step towards lasting positive change.
If you are looking to sustain your team long-term, let’s set up a discovery call to see if I can help!