It’s normal to experience stress from time to time. However, if you’re experiencing workplace stress for prolonged periods, you’re at risk for burnout. This can lead to numerous problems, from lower productivity to higher turnover.
If you’re not personally teetering on the edge of burnout, someone on your team might be grappling with it. Nearly all workers (89%) have dealt with burnout in the last year, and 77% say they have experienced feelings of burnout at their current job.
If you’re a leader, what can you do? Start by recognizing the signs of burnout and taking steps to alleviate it. In this issue of PromoPro Daily, we outline a post from Kate Rehling, a talent analyst/engagement specialist for The Center for Sales Strategy, on how to do this.
Align people’s tasks with their talents. When you know that a team member excels in certain areas, give them opportunities to work in those areas. This can lead to more satisfaction and productivity. And on the flip side, when you pair people with tasks that don’t come naturally to them, they’re more likely to become frustrated and stressed – two symptoms of burnout, Rehling says.
Encourage open communication. Do your team members feel comfortable coming to you when they’re experiencing a challenge? If not, take a closer look at your culture. Rehling says it’s important to make sure your staff members know it’s okay to speak up, share feelings and express their opinions. When it comes to feeling overwhelmed, you can set the stage by admitting when you’re feeling swamped and talking to your team about how you plan to tackle the tasks ahead.
Provide feedback and recognition. These are like your GPS, Rehling says. Instead of just recognizing when your team members achieve their goals – or reach their “destination” – she says you should provide direction all the way. This can help avoid burnout because your staffers will know they’re headed in the right direction.
Focus on people. When it comes down to it, your people are the heart of your organization. Get to know them and focus on building relationships with them. Make sure your staff members know you are there to support them however you can. If you sense that someone is feeling overwhelmed, Rehling recommends asking meaningful questions to get to the bottom of the situation and try to figure out some solutions.
Burnout can lead to turnover, which often leads to even more burnout with remaining staffers. The best practices above can help leaders prevent burnout from taking over their teams.
Compiled by Audrey Sellers
Source: Kate Rehling is a talent analyst/engagement specialist for The Center for Sales Strategy.
