Leading by example: How to help employees with burnout

Every manager can get caught up in the “go, go, go” of daily business. Meeting deadlines and hitting targets can easily become the one and only focus for your team or department.

However, productivity and efficiency aren’t the only things that can impact your bottom line: Employee disengagement and burnout from work can have catastrophic results.

In the past, we’ve discussed the importance of onboarding, employee recognition, and even career coaching for retention; however, workplace culture is set at the top, and if managers want to be a part of preventing burnout, they need to start with themselves.

Use your PTO

Only 48% of workers say they use all of their vacation days. Time away from work is critical for a worker’s well-being, but when employers fail to take this advice themselves, their employees might assume that’s what’s expected of them, too.

Great managers encourage their workers to take their paid time off (PTO) to disconnect, but ignoring your own PTO to show your commitment to the team could end up contributing to your burnout and your team’s.

Promote your benefits

Many organizations offer a range of perks. Whether it’s health benefits or upskilling opportunities, be an advocate for employees to take advantage of them.

Continuing to educate yourself – and your team – about company resources acts as a reminder of your organization’s commitment to employee well-being in and outside of work.

Read more: Next-gen job perks: Ready for the future of job benefits?

Model flexibility

One size does not fit all when it comes to work schedules, so make sure that your team isn’t trying to fit inside yours. A good first step as a leader: Be vocal if you need to leave early for a doctor’s appointment or work from home for a day.

Set this important example, because a 2002 survey found that 94% said they would benefit from work flexibility, saying having less stress and better mental health would be the biggest benefit.

Take a break

The majority of Americans eat lunch at their desk. While it’s easy to get caught up in the daily hustle, making a point to take a pause during the day can signal that it’s okay to take time for a mental health break.

Of course, for many, stepping away from your desk every day is impossible, but there are other ways to encourage your team to unplug, whether it’s chatting for a few minutes in the break room or not working over weekends.

Value families

Working parents make up 40% of the workforce, but that’s not the only family responsibility today’s workers face. Of the more than 40 million unpaid caregivers of elderly adults, 6 in 10 are also employed.

Many parents, especially women, are concerned about the stigma attached to missing work for family responsibilities. Leaders can normalize taking time off to care for a sick child or leaving work to attend a parent-teacher conference. To do that, it’s as simple as managers and supervisors being more vocal.

Read more: Family matters: Helping working parents thrive

Preventing burnout can be simple

Embracing a work/life balance isn’t just smart for your team’s morale. One Gallup study recently found that managers are 27% more likely than their workers to feel stress at work.

Sometimes, you just need to change up your approach to retention: Look into new types of benefits, consider mentorship programs, or just rethink how shifts are structured.

We can help guide you through that process, in part because we have branch locations across the country. That means you have the resources and tools of a large staffing agency – and the understanding of what motivates workers in your community.

If you’re ready to discuss reimagining your staffing strategies, don’t wait to reach out. We can help you identify what’s behind your turnover and how to improve retention.