You Can’t Yoga Your Way Out of Burnout – How to Really Prevent Burnout
Yoga, wellness programs, and mindfulness will not prevent or eliminate burnout. Burnout is an organizational issue. If you want to prevent and eliminate burnout, focus on your organization, not individuals.
Burnout comes from a lack of role clarity and employees feeling like they can’t be successful at work, either because they consistently have more work than can be done in a regular work week or because they work for a manager who is a perfectionist, and nothing is ever good enough. Employees who constantly feel pressured at work or feel like they’re failing, regardless of the amount or level of work they produce, are susceptible to burnout.
Have you ever gone on vacation, had a relaxing time, and two days after you returned to your regular life, forgot all about that vacation? That’s like burnout. When the yoga class or vacation is over, you go back to your job with unrealistic expectations. Nothing has been solved.
Companies try to make employees’ experience more manageable with programs and perks, but what employees really need is a manager who clarifies roles so everyone knows who does what, helps employees manage their workload, and creates open relationships so employees feel comfortable saying when they’re overwhelmed.
Train your managers to do these three things to prevent and reduce burnout:
- Clarify roles so people know what they’re accountable for and to eliminate redundancy. It’s very frustrating to feel overwhelmed, only to find that someone else on your team or in another department is working on the same project as you.
- Manage workload and set realistic deadlines. If an employee regularly has more to do than can be done in a 40-hour work week, eliminate something – change deadlines, reallocate work, and evaluate if everything being done is necessary. If you can’t eliminate a project, evaluate if it can be scaled back. Is every bell or whistle necessary?
- Create an atmosphere of psychological safety so employees are comfortable asking for help prioritizing work. Most employees suffer in silence until they’re so overwhelmed and exhausted, they quit. Finding employees’ resumes circulating on LinkedIn is predictable and thus preventable.
- You can get employees talking by scheduling a short, weekly debrief – 10 minutes – of what’s working and not working.
- Help employees prioritize responsibilities by assigning each priority a letter – A, B, or C – in order of urgency.
- Ensure there are no consequences for sounding the alarm of needing help. Word gets around. If an employee is penalized for asking for help, other employees will learn not to do the same.
Allocate work to allow employees to be successful, focus on the projects that really matter and eliminate the rest, and create an organization in which it’s safe to tell the truth. That will solve burnout.
Tags: eliminate burnout, employee burnout, management training, prevent burnout
This is so helpful. I’ve been working in environmental/engineering consulting for 30+ years and still this issue persists and dominates. Even though I am older and “wiser,” the expectations to do more, figure stuff out, work longer hours, and direct others leads constantly to burnout. Open communication is so essential, and the willingness & ability by management to really listen (or not) makes or breaks it. Feelings of not being heard have literally crept into my dreams (woke up yelling!). Thanks for these helpful suggestions.