How Can HRs Prevent Employee Burnout?

October 21, 2022
Employee Burnout
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Employee Burnout

Burnout is becoming more and more of an issue in the workplace. But with so many types of employees to deal with, it’s not always easy to know how to prevent employee burnout. 

You’ll need to make sure your company has the right number of work hours, that you’re holding well-attended training sessions, and that you’re building relationships with employees outside of the office as well—and that’s just the tip of the iceberg! 

Unfortunately, even in the best-managed companies, employees can become burned out if they feel like they aren’t being supported or appreciated by the rest of their team. 

Here are 10 ways HRs can help reduce burnout by improving how people communicate and work together within their companies.

1) Keep your communication channels open

Keeping your communication channels open can help prevent employee burnout by ensuring everyone is on the same page. Additionally, it can help to keep your employees up-to-date on any changes within the company. 

If you are transparent with your employees, they will be more likely to trust you and feel a sense of belonging and connection to the company. It also gives them an active voice in the company, encouraging their input. 

Furthermore, it helps establish a sense of equality as every person knows what’s going on and has an opinion that matters.

2) Encourage personal development

HRs can help prevent employee burnout by encouraging personal development. This can be accomplished through company-sponsored events, like lunches or happy hours, or by allowing employees to work from home. 

Many employees feel burned out because they’re not given enough opportunities to grow their skills. Providing new learning opportunities, such as podcasts or blogs on a subject that the person is interested in, can help them develop themselves professionally and personally. 

Some companies offer workshops on subjects such as financial literacy, workplace safety, parenting, and wellness which are often beneficial for both employer and employee.

3) Offer rewards for good performance

Offering rewards for good performance can help motivate employees. For example, you can offer a reward such as a day off, extra break time, or even an employee appreciation event. 

Suppose you cannot afford to provide monetary rewards. In that case, you can offer the reward of recognition in front of the company, whether at a staff meeting, by sending out company-wide emails, or by posting on your website. 

Recognition is often better than money and will impact your employees’ motivation levels.

4) Delegate responsibility and let them take charge

As a business owner, you know it’s important to delegate responsibility and let employees take charge.

But did you know that this strategy can help prevent employee burnout? 

When you allow your employees to take responsibility for projects, they’ll feel more connected to the company and invested in its success. This will make them less likely to quit when their workload gets heavy. It also helps foster their creativity and problem-solving skills to adapt better to changing circumstances.

Many people equate delegating with giving up control. Still, there are many benefits: giving your team more responsibility leads to higher productivity, increased engagement among staff members, an improved work environment, and a sense of ownership among staff members.

5) Promote learning from mistakes

Employees want to be challenged and feel like they are making an impact. When something doesn’t work, all parties need to acknowledge it as a learning opportunity. 

One of the best ways to help prevent employee burnout is to promote learning from mistakes so employees can be more engaged in their work. 

When mistakes happen, try not to discourage this thinking but focus on what was learned from the situation. They may not always make the right decision on the first try, but this does not mean they will never get there.

6) Hold regular team-building activities

HRs can also help prevent employee burnout by holding regular team-building activities. 

Doing so not only helps employees get to know one another but also gives them a chance to improve their communication and problem-solving skills. Plus, it ensures they work together as a united team with similar goals. 

So, for example, even if the company has just laid off many people and is experiencing major downsizing, the remaining employees should still have fun bonding opportunities to promote teamwork.

Organize celebrations, as nothing brings people together like a good party. Those can be thematic, for example, Birthday parties, summer parties, NY parties, etc. In case you don’t know when your colleagues’ Birthdays are, you can gather that information on Nuwber.

7) Help them manage stress

The most important thing HRs can do to help employees manage stress is to create a work environment that promotes healthy behaviors.  

For example, some organizations provide their staff with health promotion programs encouraging them to exercise more and eat better. Other companies also offer other resources like on-site counseling and employee assistance programs (EAP). 

8) Keep them motivated with recognition and positive feedback

The more motivated employees are, the less likely they are to burn out. Acknowledging accomplishments, providing praise when earned, and treating them with respect will go a long way in keeping your employees engaged. 

In addition to fostering strong work relationships, these gestures of appreciation are good for morale.  

Additionally, always communicate the ‘why’ behind what you do as an organization. Employees need to know why they’re doing something and how it will benefit them or others to be motivational.

9) Don’t micromanage their work

It is important not to micromanage the work of your employees. Micromanagement can lead to employee burnout, hurting their productivity and creativity. 

Giving them the freedom to do their jobs in their way will help them stay motivated and engaged in their work. The benefits are that they will have a more satisfying attitude towards their job, and you’ll be able to promote innovation among your workforce.

10) Provide informal mentorship opportunities

The best way to provide informal mentorship opportunities for your employees is to go out of your way to give them opportunities. For example, if you see an employee struggling with a project you know they’re capable of handling, go out of your way to offer help and guidance. 

Final Thoughts

It is important for HRs to consider the cause of employee burnout. The causes vary from company to company and can be found in everything from overworking an individual’s skillset to high levels of stress and pressure. 

HRs should consider these factors when developing programs to prevent employees from feeling burned out. By being proactive about potential issues, organizations are better equipped to avoid them before they happen.

 

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