Burnout is as real as it is detrimental, detracting from broader business outcomes and — most importantly — threatening employees’ ability to demonstrate their true potential.
Much like a brewing hurricane or blizzard, with the right combination of environmental factors and circumstances, burnout is not only possible, it’s inevitable. But unlike a natural weather event, burnout can be avoided by giving team members proper attention and an empathetic ear.
The Mayo Clinic has outlined various causes of burnout: a monotonous or chaotic environment, unclear or overwhelming expectations, a lack of control or support and more.
Whether one or many of these contribute to burnout, the common thread is more closely tied to leadership’s failure to cultivate healthy work-life balance for team members than it is employees’ efficacy in setting boundaries, self-advocating or reaching quotas.
According to data compiled by Built In, 61 percent of employees are looking for better work-life balance and personal well-being in their next role, while 26 percent left because their managers didn’t prioritize their well-being.
“As leaders, we need to recognize the onset of stress and take a moment to introspect on the example we set and our actions and their potential ramifications on those around us,” said Chief People Officer Courtney Graham, who has worked as a people leader since 2005 and recently joined Colorado company Scaled Agile.
Leaders like Graham, who prioritize and keep tabs on each team member’s wellness, can make all the difference.
Graham shared how she ensures her teammates maintain a healthy work-life balance and what warning signs she looks for that a colleague may be feeling burnt out. Read how she weathers — and prevents — the taxing storm that is burnout.
Scaled Agile’s SAFe provides a framework for enterprise agility that helps organizations improve systems, foster employee engagement and reach business goals.
How do you identify if an employee is burned out but not telling you? What signs should managers look for?
In today’s virtual world, our teammates’ well-being stands as a paramount concern. As a leader and teammate, identifying signs of burnout, especially when employees might not readily vocalize their struggles, is a skill that can help us uphold this commitment. Some key themes I have learned to pay attention to are dips in performance, a change in engagement, a lack of self-care, mood changes, increased absenteeism or illness, interrupted innovation and, at times, even an increase in perfectionism.
As custodians of talent development, sudden dips in productivity, missed project deadlines or an uncharacteristic increase in errors could be telltale signs of an employee silently grappling with burnout. Stress often paints its brushstrokes on the canvas of our physical well-being. While I’ll be the first to admit that working in yoga pants is a major benefit to working out of my home office, a major change in personal appearance might mirror the struggles someone faces inside.
As custodians of talent development, sudden dips in productivity, missed project deadlines or an uncharacteristic increase in errors could be signs of an employee grappling with burnout.”
If you identify a burned-out employee, how do you begin addressing the issue?
Begin by expressing genuine concern for their well-being. Make it clear that you’ve noticed signs of burnout and that their health and performance matter to you and the organization. Collaboratively identify the root causes of burnout. Is it excessive workload, lack of recognition, insufficient resources or other factors? Understanding the underlying issues is essential for finding effective solutions.
If workload is a contributing factor, discuss ways to prioritize tasks, delegate responsibilities or possibly redistribute work among team members to alleviate the burden. Provide information about available resources, such as employee assistance programs, counseling services or wellness initiatives within the organization. As a leader, demonstrate a healthy work-life balance and encourage a supportive work culture. Your actions can set a positive example for others. Seek HR involvement to make sure they understand the resources available to them.
What resources and benefits does Scaled Agile offer to employees dealing with burnout?
We take a proactive approach in equipping managers to identify and nurture the mental well-being of their team members. We are committed to supporting employees navigating burnout by providing a comprehensive range of resources and benefits. Our globally accessible employee assistance program includes complimentary counseling sessions, supplemented by an app designed to offer meditation practices and tools for achieving restful sleep, benefiting both employees and their families.
In conjunction with our healthcare insurance partnership, we extend in-person behavioral health support, alongside self-service digital therapeutic programs meticulously crafted to mitigate stress and anxiety while enhancing overall well-being. Understanding the importance of work-life balance, Scaled Agile not only acknowledges the potential risks of burnout but actively cultivates a culture and policies that counteract it. Our commitment manifests through flexible work hour arrangements, the option to work remotely and versatile paid time off policies. Scaled Agile is dedicated to fostering an environment that champions the mental and emotional health of our valued team members.
