Kent Ingle is president of Southeastern University, author of several leadership books and host of the Framework Leadership podcast.
If you were to reflect upon the performance of your team lately, would you notice a lack of motivation or enthusiasm? Would any of the employees who typically hold a high standard for efficiency and accuracy seem to be performing at a lower caliber? It might take shape through a missed deadline or less attention to detail with projects that would normally be a breeze. These patterns of behavior amongst your team may be an indication they are experiencing burnout.
According to a recent CNBC article, Future Forum found that burnout from workplace stress has been at an all-time high since the spring of 2021. Over 40% of full-time desk-based workers polled in six countries, including the United States and the United Kingdom, considered themselves to be burned out.
The World Health Organization describes burnout as a syndrome resulting from “chronic workplace stress that has not been successfully managed.” It can be characterized by feelings of energy depletion or exhaustion, increased mental distance from one’s job, feelings of negativism and cynicism or reduced professional efficacy.
Here are a few things I’ve found to be successful in supporting a team through feelings of burnout and helping them return to a healthy place within their positions:
1. Encourage breaks and paid time off.
Sometimes the best solution to recovering from the effects of burnout is simply getting away from the office. Whether that’s an extended weekend or a week-long vacation, a clean separation from work can help clear the mind and allow for a refresh. Encourage your team to capitalize on the paid time off they’ve accrued and use it to travel, spend time with loved ones or get some much-needed rest.
At the university where I serve as president, our employees are allotted two personal days a year which can come directly from their paid sick time. I’ve found this option perfect for members of my team who have already used their vacation time or are saving it but could still benefit from a mental health day.
If your team can be consistent with taking breaks and enjoying days off when needed, it can help them avoid reaching a breaking point in the future.
2. Set boundaries in the workplace.
In order to maintain the peace and rejuvenation that comes from time off, it’s crucial to set clear boundaries amongst your team. Advocate for your employees and allow them to speak up when they feel overwhelmed or overworked.
I’ve often seen team members responding to emails or working on projects when they were supposed to be off the clock or on vacation. Although I value and respect their dedication, this shouldn’t become a continual habit. Once the lines become blurred between an employee’s personal time and working hours, it leaves room for exhaustion to creep in and pave the way for burnout.
Set the expectation within your workplace that time off will be honored and respected. If the separation between work and life can be recognized, your team can get proper rest and devote their full attention to time spent in the office. I think you’ll find that this restored energy will allow for increased productivity.
3. Reevaluate roles and responsibilities.
For those on your team who have more persistent or recurring issues with burnout, it may be time to assess their current position and if it’s time for a change. Do they need a shift in priorities? Have they reached their maximum growth potential in their role and require the opportunity to grow and move up in the company?
Make sure to regularly meet with your employees to discuss their current roles, so they don’t get stuck in a position that they have outgrown. Set aside time to listen to their perspective and consider adapting their responsibilities based on what could be shifting in their passions, abilities and talents. With new goals and objectives comes the potential for professional growth and development. If you’re willing to create new opportunities for your employees, you can help them avoid feeling stagnant and instead find a renewed sense of purpose and value within their tasks.
Burnout isn’t necessarily a reflection of your team members’ integrity or the quality of their work. Effective leaders will be patient with employees experiencing burnout and express empathy toward their situations. Take the time to figure out how you can best support them and guide them through their mental roadblocks. Providing this flexibility for your employees can benefit them and ensure that your organization’s efficiency will continue to improve. Ultimately, the success of your team members is the first step in setting up your organization to really thrive.
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