Workplace stress is something most employees have dealt with. At some time or another, tight deadlines, heavy workloads, angry customers, or any number of other factors can put pressure on workers. That’s to be expected. But, when this strain lasts for prolonged periods of time, burnout can set in. It’s not easy to pull an employee out of a burnout, but it’s important to make every effort to do so.
Why? According to a Kronos survey, “nearly half of HR leaders (46 percent) say employee burnout is responsible for up to half (20 to 50 percent, specifically) of their annual workforce turnover.”
Andrea Meyer reported on the Kronos survey in an article for TLNT and suggests five ways to pull your overstressed employees out of the burnout pit.
Celebrate Small Wins
It’s not necessary to wait for a massive accomplishment to praise employees. Progress is often made up of many small successes. Take time to recognize employees who help achieve modest, yet significant, goals.
Conduct Regular Check-Ins
The annual performance review is one of the biggest no-no’s in employee management. Why make an employee wait all year to find out how he or she has done? Effective managers touch base with employees regularly to give feedback and see if they can address any issues the employees may be having.
Encourage Employees to Take Time Off
In some companies, taking time off can be seen as a slacker’s deed. But employees deserve and need to take time off of work. Typically, they come back refreshed and motivated.
Consider Offering Flexible Work Schedules
One thing that often stresses out employees is the idea of being forced to show up and clock in. Day after day. Week after week. A flexible work schedule—i.e., working from home or flexible hours—can go a long way toward mitigating this feeling.
Focus on Building a Strong and Positive Office Culture
Employees spend a lot of time at work. If there is a robust and enjoyable office culture, they’re more likely to look forward to, as opposed to dreading, another day at the office.
Kronos data show that employee burnout is a major contributor to employee turnover. This would justify significant resource dedication to reducing burnout. But even simple, low-effort actions can go a long way to alleviating, preventing, and eliminating burnout.