How to Avoid Workplace Burnout

Although the UK is on the mend, many people, including working parents and frontline workers, are already suffering from burnout. Three factors characterise the symptoms: feelings of emotional or physical tiredness, mental separation from work, and decreased capacity to perform at work.Counting on staff to 'push through' is no longer an option, so here are five strategies for preventing Workplace Burnout:Reduce your stress levels.Burnout is caused by extended exposure to stress, hence it is critical to minimise stress levels. This is easier said than done during a pandemic, but keep in mind that the HSE management standards for stress reduction emphasise the need of giving individuals a sense of control over their workload, deadlines, and how they complete their work.

Giving people the opportunity to flex their day around other responsibilities, or take a longer lunch break so they can go outside during daylight hours, can provide immense mental health benefits and even boost productivity by shifting the focus from hours worked to results generated, at a time when so much of our lives feels out of control.

Allow folks to refuel.The average worker had 14 days of unused vacation last year, so it's hardly surprising that a global LinkedIn poll indicated that the number of employees experiencing burnout symptoms grew by 33% in 2020. Even if there are no opportunities to jet off anyplace, it is critical that employees have downtime.

Also, if your staff are working in the trenches all day, what do they do after work to recharge their batteries? Is it possible for them to unplug from work in order to recharge, or are they continuously connected to work, housekeeping, or a depressing quantity of news? You may help build their resilience by assisting them in drawing a line between work and home and considering the influence of how they spend their time on their energy levels.

Make a caring culture.Instead of waiting for individuals to burn out, encourage them to seek help by letting them know it's OK to be upset about being stuck in a scenario we all hoped would be gone by now.

Encourage managers to talk about what they're personally finding difficult right now, whether it's more burden, remote working, or having to cover for colleagues in self-isolation. It's also crucial to inquire how they plan to connect work and home, as well as ensure they get outside during the day, to send the message that 'wellbeing is a priority.'

Offer psychological insightThere are considerably less opportunities to talk to people about our problems, so make sure staff are aware of any talking treatments, such as an employee help programme.

It can also be beneficial to provide employees with the option to attend a group or one-on-one session with a psychotherapist, who can assist them in reviewing the issues affecting their well-being and developing a strategy for coping with these. You may assist lessen the stigma associated with discussing mental health by making this a proactive education project rather than waiting until people are sick.

Encourage optimistic thinking.More than a third (37%), compared to 19% before the pandemic, are suffering high levels of anxiety. If left uncontrolled, this can lead to a tiring tendency to catastrophe and perceive events as far worse than they are. For example, 'If I don't turn in this report on time, I'll lose my job,' or 'If I don't leave this meeting in time for my daughter's Teams lesson, she'll never forgive me.'

Individuals at this stage may benefit from additional support, such as a few sessions of cognitive behavioural therapy, which can help them listen to their inner voice and consider whether all of the negative thoughts they're having are even that well-founded, in order to relieve stress and reduce their risk of burnout.

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