Benovate’s Expert Blogger
Benovate’s Expert Blogger
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As technology advances, so do our expectations. Sometimes it can seem like there’s no such thing as “time off.” Constant access to email puts pressure on employees to be readily available and, above all, flexible. Whether that pressure comes from a manager or within oneself, the resulting feeling remains: job burnout.
So what is burnout? It’s a condition included in the International Classification of Diseases, eleventh Revision (ICD-11) published by the World Health Organization. They define it as “feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and reduced professional efficacy.”
Employees feeling job burnout are more likely to take a sick day, go to the emergency room, and leave their current employer, all while they are less likely to discuss goals with a manager or feel confident in their work (Gallup, 2018). Burnout isn’t a good situation for anyone involved – so how can employers prevent and relieve burnout?
Let’s dive into three effective strategies: de-stress management, organization optimization, and Benovate as a solution.
When it comes to employee mental health, direct supervisors have a big impact. How can managers help alleviate their employees’ stress? The first step is listening. Those who have open communication with management are 62% less likely to feel burned out. By thoughtfully listening to work-related problems, managers can show workers that they care. Considering what your staff has to say will also help you include everyone’s opinions in office decisions. This helps give ownership to one’s work, which is an essential key to employment satisfaction. Employees want to be treated like people, not just worker bees.
Create a culture of purpose. Sure, getting a paycheck is necessary and nice, but that’s not the only reason people go to work. It’s beneficial for management to show employees how their work makes a difference—in sales, in website traffic, or even in the world. In addition to feeling like their work matters, people want to feel like they’re doing their best. Foster this feeling by giving strengths-based feedback. Employees are 57% less likely to experience burn out when they feel like their skills are adequately used. It’s also a good idea to assign projects and duties based on a person’s natural talents. This will decrease workplace stress and improve the company’s output.
It’s important to remember that managers themselves experience burnout, possibly at a higher rate than non-management. Organizational structure can either help or hurt, so let’s be sure to help.
In a 2018 series by Gallup, the importance of setting was stressed. Organizations can prevent burnout by providing comfortable spaces to work alone and as a team. People want to achieve their goals, and they take pride in producing quality work, so giving them the tools to succeed will improve their mental wellbeing. Interruptions and distractions can prevent employees from getting their work done, which in turn causes feelings of stress and annoyance. A quiet space to focus on the task at hand is imperative to feeling happy and productive. Along the same line of thought, employees will avoid collaboration if they have to crowd into a personal office or speak in front of an entire room. However, people tend to enjoy working together, and it’s often necessary to efficiently completing a project. Providing an area with seating, a whiteboard, and room to converse will seriously improve your staff meetings.
Another huge factor in employee satisfaction is autonomy. Empower your workers by letting them take charge of their work. Gallup cites two main areas to give staff members control: performance metrics and scheduling. If employees feel like their efforts are being overlooked by obscure evaluation criteria, they will feel discouraged and anxious. Those who had an active role in their evaluation were “55% less likely to experience burnout on a frequent basis.” In addition to involving individuals in their performance evaluation, try giving them more freedom in their daily schedules. While too much wiggle room can lead to ambiguity and stress, it’s healthy to have choices throughout the day. Provide projects and deadlines, but allow workers to decide which tasks to complete, when to work on them, and how to get them done. Workers with choices were 43% less likely to suffer from burnout.
Move Forward with Benovate
With all these moving pieces, it might sound impossible to develop a workplace free of burnout. That’s why Benovate developed the Living Growth Assessment, a revolutionary satisfaction survey that helps employers make the right changes at the right time, all while employees see personalized education and activities to help manage their stress. Employees answer questions about their workplace and individual work situation, and Benovate shows them a variety of content based on those answers. Individual answers are secure and private, but aggregate data—such as existing burnout or future risk—is shared with employers to encourage evidence-based improvements. The Living Growth Assessment can be included in all Benovate instances, so talk to a representative today to set up a demo or learn how it can benefit your organization.
If you’re curious about your own population stats, or you’d like to explore what Benovate could solve for your group, please contact us at email@example.com. We’d love to hear what you’re building for your employee population.