Something we observed when reflecting on why candidates are leaving jobs, is that a vast majority are doing so because they are feeling burnt out. We all feel burnt out at times in our work or home lives and how we manage that and how those around us react to it can have an impact on how we overcome the feeling of being exhausted and over it.
The workplace now is very different from what it was 10+ years ago. There are higher demands on our availability and accessibility thanks to technology. On the flip side, many businesses have mental health and wellness programs in place where teams can access tools to help them overcome not only burn out but other challenges that are impacting their ability to perform at their best.
Burn out is mostly preventable; we have put some tips together to help you prevent and manage it in your workplace.
- Understand the warning signs and make sure your team understand them too. This will help them look out for each other and recognise changes within themselves. These signs can be anything from constantly feeling tired or unwell, through to no longer reaching KPI’s or becoming disgruntled quickly.
- Let your staff enjoy their time away from the office. Calling, emailing or texting should be only done in an urgent situation. Allow them the time to switch off from work, and have a process in place that everyone follows for communication outside of work hours.
- Recognition and reward – Giving thanks for a job well done is essential, if your team have been working extra hours due to a new project or system change over then reward them with some time away from the office to regroup and recharge.
- Reach out to your team, via regular one on 1 catch-up. Take them for a coffee, and debrief on how they are going with a particular project or client. Have an open-door policy, be a sounding board and show them that you can be the leader they can reach out to.
- Be realistic, it’s ok to all pitch in and carry the extra load from time to time but make sure what your expecting from your staff is practical and sustainable. Having your highest incoming producing agent also run all of the sales meetings and cover for the overflow of open homes isn’t sustainable or realistic, review your staffing structure and responsibilities regularly is key.
- Check-in with employees who appear stressed or exhausted and suggest they take some annual leave.