Health protection: Preventing burnout among employees

Because of the pandemic, many of us have had to move our jobs to the home office. While burnout has always been an issue to take note of and counteract, the pandemic has significantly blurred the lines between work and personal life. This has led to many of us working extra hours, either to make up for perceived shortcomings or delays at work, or even unknowingly.

When employee engagement wanes

According to a British study 70 % of employees report that they suffer from burnout symptoms. Lack of free time and high workload are the main contributing factors among those who feel such effects. This is a major concern for managers and companies, as employee engagement is directly related to business results. Hogan Assessments, a leading provider of personality assessments and leadership consulting, highlights three areas employers can scrutinize and address to ensure their employees are satisfied, engaged and well-supervised, thereby avoiding the burden of burnout.

Personality is the key when it comes to work and burnout

The research conducted by Hogan suggests that the pandemic has not changed people's personalities themselves, but only reinforced certain pre-existing traits. For example, if someone is extraverted and enjoys the more social aspects of an office environment, then his or her priorities have not changed. The isolation that comes with working from home could be detrimental to his or her work. On the other hand, a more introverted person might thrive in a home office atmosphere and find that more tasks can be accomplished without the added distractions that come with working in a shared space. To avoid burnout and avoid putting unnecessary stress on employees when they return to work, employers need to work with team leaders. Encouraging an open dialog between managers and team members will help build a more flexible hybrid system that maximizes productivity among engaged employees. Employees who choose to continue working from home may feel they have to put in more effort or work more hours as they are not constantly monitored - it is therefore important to keep a close eye on this and remind these employees through regular communications that their regular workload is more than sufficient. Setting up a system that allows and encourages open and honest conversations between employees and managers will make employees feel that they are seen and heard and that their needs are being considered.

To mitigate the effects of burnout, stress management is critical

Often, burnout can be triggered by an excess of stress. Covid-19 has led to employees feeling increased pressure to mask any difficulties they may have in coping with stresses from both work and the pandemic. In doing so, according to a Lime Group survey Only one in six employees feel that their psychological needs are sufficiently taken into account by their employer and in the workplace. A person's experience of burnout can often be measured by how well they deal with stress. To get a better idea of how individual employees deal with stress, a development survey developed for this purpose can be used. This is because people who internalize stress are more likely to feel the effects of burnout. Conducting tests can help companies make better decisions that enable employees to better manage their time and workload and avoid stress. They also contribute to smarter strategy and decision making within the company's management structures to prevent the effects of burnout. They also help those who are already suffering from it to recover better. An important tool in the fight against burnout is to remind employees of all the mental health and support systems available to them in their company. This encourages them to contact the HR department if they want or need to make use of them.

The company's values are directly linked to the commitment of its employees

Burnout is less likely to occur if people are hired whose personal values are most in line with those of the company. However, a company must also lead by example at all times. If management does not exemplify the values it wants to see in its employees, it runs the risk of being the driving force behind unhealthy work practices. The key to combating burnout is to prioritize work-life balance. Acknowledging employees' overtime and reassuring them that this is not a standard that is always expected of them is key. Allowing employees to sign off at the end of their working day may not seem like a revolutionary concept, but it is important as this fact has been forgotten or pushed aside by many employees during the pandemic. "The employer response to burnout must no longer be retroactive. Employers need to start addressing burnout proactively, even before it occurs. Companies need to pay attention to employee engagement data to see who in their organization is most at risk of burnout," adds Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, "For those suffering from burnout, consider setting up weekly individual check-ins with team members so managers are aware of their workload and any overtime or additional actions that may need to be taken. in the picture. Providing better structure in this way will help set expectations and reassure your team that they can get the support they need." Source: Hogan Assessments

This article originally appeared on m-q.ch - https://www.m-q.ch/de/gesundheitsschutz-burnout-bei-mitarbeitern-verhindern/