Work overload is an issue affecting at least two-thirds of all workers of all different ages and positions. It is this same overload that causes an estimated 70 percent of workers to feel disengaged, resulting not only in lower productivity (and subsequently, burnout), but feelings of negativity in the workplace as well.
For small business owners and HR professionals like yourself, employee burnout is an all too common problem. It is the reason some of even the most talented and capable employees leave, not to mention the reason companies are often left scrambling to fill large voids in their workforce.
But it doesn’t have to be like this.
In fact, there are simple signs you can recognize and address as an employer to prevent work burnout and maintain a positive work environment. Below, we’re discussing three ways to recognize and/or prevent burnout to protect your workers and the future of your company in the process.
1. Learn How to Recognize Burned Out Employees and Research the Causes
While every employee is different and may have very distinct reasons at the source of their burnout, it’s likely that there will at least some similarities from person to person. By learning the signs of burnout and how they factor in each case, you can do your part to take a preventative stance and correct issues that are within your control.
Some of the most common signs of employee burnout include qualities such as impatience, frustration, negativity, a lack of motivation, and even physical or cognitive issues. Once you recognize these signs in any employee, take them aside to determine the cause of their burnout. By tracking these causes in each employee, you can make adjustments to scheduling, workload, or other common issues that are causing problems for multiple employees.
2. Proactively Check In With Team Members on a Regular Basis
Why respond to burnout once it happens rather than check in with team members to better anticipate it coming? Many business owners find themselves in a defensive position after burnout emerges, leaving them without an employee or, at the very least, with an employee who needs time off and the ability to recoup before beginning again.
Schedule regular meetings with each employee to discuss work, workload, and other factors related to burnout. This will help you anticipate burnout before the telltale signs emerge and offer solutions in the best interest of each specific employee. It’s important to maintain open lines of communication so employees feel comfortable discussing matters with you as well.
3. Make Wellness a Part of the Workplace
More than ever before, wellness initiatives are taking place in work environments. This is important as most employees spend their days sitting a desk and with initiatives such as discount gym memberships or an exercise class in the office once per week, you can show employees you care about their health.
Physical wellness plays a major role in burnout. In fact, when employees feel overwhelmed, their physical health is often what suffers most next to their emotional well-being. Even small steps in any workplace counts, so you should do your part as well!
With Flock, Promoting Wellness and Preventing Burnout is Simple
When you choose Flock for your HR and benefits management, anticipating and resolving employee burnout is simpler than before. That’s because Flock offers one centralized location for you to track time off and engage employees via surveys and social messaging, making it simple to track and organize employee well-being.
Interested in seeing what Flock can do for your workplace? Sign up today to begin realizing the benefits for your workplace (after all, it’s free)!