Let Your People Go!

Moses with arms wide open

Wellness has taken front stage in our HR production of maintaining a successful, motivated and happy workforce. Whether you believe the fact that 20% of the staff handles 80% of the work or not. You must agree that letting your most efficient and relied on employees take too much time off, seems at times daunting. However, these are the types of employees that, are most susceptible to burnout. Here’s a quick breakdown of five simple ways to help avoid it.

5 Ways to Avoid Employee Burnout.

Burnout is a state or condition where one experiences fatigue, exhaustion, or frustration as a result of a intense focus on or attention to a goal, a cause, a lifestyle or a relationship that fails to produce the expected reward. In other words, there is a burnout formula: expectations divided by a reality that does not meet your expectations, regardless of the effort you expend, equals burnout. There is no direct correlation or relationship between hard work and burnout. There is, however, a direct correlation or relationship between hard work that produces little or no reward, and burnout.

When employees lose motivation and interest in their work depression, fatigue, and physical complaints add up to increased absenteeism, tardiness, and lack of productivity. Burnout is typified by a lack of interest in work duties brought about by frustration, boredom, or a sense of being overwhelmed by employer expectations. If left unchecked, these problems and lead to serious psychological issues that affect both the employee’s personal and professional lives. But there are some simple and low cost ways that an employer can avoid burnout or mitigate its impact.

Avoid or minimize overtime. Good forecasting of work loads can allow employers to schedule tasks in such a way as to avoid many overtime hours. This practice can save employee burden and dollars spent in overtime pay. Planning for seasonal work demands and using part-time or temporary services can further moderate the schedules of full-time employees. Even when overtime is required giving employees as much notice as possible. This allows them to budget time away from home and family and may ease the disruption of unplanned overtime. But we all know that sometimes a big order comes in or an unexpected contract comes in, and asking employees to pitch in is a reality of today’s fact paced business world. Then employers can still do things to lessen to burden. Allow employees to work in casual dress, provide a special meal or treat, or allow music in the office. Of course, sometimes this is not available given the structure of your business. But employers should do whatever possible to make overtime work more palatable.

Strengthen Relationships Both Inside and Outside Work – Relationships are the key to a high quality life. Having friends inside and outside the workplace with whom you can discuss achievements and struggles will reduce the pressure and contribute to developing a positive perspective. Using these “inside” friends to hold you accountable for maintaining a positive perspective will also have a positive impact.

Break up to office routine. Variety in work duties is the best way to avoid boredom. Cross training and rotating employees can provide workers with stimulation and increase your scheduling flexibility. Workers learn new and valuable skills that can make their jobs more interesting and break up the day to day routine. Instituting a “dress down day” also allows employees to vary their routines and have a little fun at work. During staff meetings or employee consultations ask them what would make them happier at work. Sometimes something as simple as stocking flavored coffee creamers in the break room will make an employee feel better and more valued. It can be a small thing but it is a good manager’s job to find out what will make your employees feel better about coming to work. The coffee creamer is just one example of a small thing that can make someone a little happier at work.

Encourage employees to get outside during the workday. Having an outdoor area where employees can take breaks or lunches can be a big lift for workers. The fresh air and natural sunlight can ease fatigue and rejuvenate tired workers. Provide comfortable seating in a pleasant atmosphere and encourage employees to take advantage. Employees should be discouraged from eating at their desks during lunch times and make use of a designated break area. You can stock your break area with items besides coffee and donuts such as fruit, vegetables, salads, and bottled water that will be healthier for your employees and less likely to raise anxiety like too much coffee or high blood sugars like cookies and donuts.

Finally, allow employees to take vacation days, businesses of any size always find it hard to let their high achievers have a week or even two off. But looking at the long run, it’s in every company’s best interest to give their top employees a chance to relax, recharge and come back to work invigorated.

There are many ways to avoid burnout and the biggest guide an employer has is their employees. Take the time and the interest to ask them what would make their lives better and be proactive in your attempts to improve the quality of worker’s lives.

3 Comments on “Let Your People Go!”

  1. About a year back, I read some fascinating articles on improving your employees’ efficiency. While there’s no question that people want to be well-paid, you also need to create a quality of life factor to your work environment. This article covers some excellent methods for creating a pleasant work environment where people see their colleagues as friends, they work in comfort, and they aren’t worked like dogs. In regards to overtime, people get tired of it quickly. The extra pay is nice, but people prize their time (most people) and when the see how much of their overtime is gobbled up by taxes, they’re not so quick to want i.

  2. Employees work out the revenues basically – I believe. As such; they should be given the time outs, breaks, and vacations they deserve. On the other hand, when this becomes too much, they company or firm suffers it mainly. The big question is this; what’s the yardstick for measuring how long and when it’s right to let your employees go (breaks and vacations)?

  3. Burnout is real and I’m writing from experience. Sitting all day in front of a computer for a whole week, running into a month and more, you can easily tell what burnout means. If only most employees would care to the point of asking their employees what would make their lives better, then the labor market would be a favorable one. I can’t wait to go for a vacation and leave this desk!

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