Navigating Employee Concerns: Tackling Burnout Head-On

For over 15 years, I hustled in the high-tech sector, where burnout was an all-too-common phenomenon. That industry, with its bold ambitions, tantalizing prospects, and relentless boom-and-bust cycles, often placed employee wellbeing on the back burner (and still does). As someone who has experienced the pain of serial layoffs firsthand, both as a leader and an employee, I've witnessed the devastating impact of burnout on a workforce. The high-tech sector is not alone in creating an environment for burnout.  

​In many of today's fast-paced work environments, burnout has spread its toxic tendrils across sectors and industries, affecting employees far and wide. Unfortunately, many of these individuals hesitate to confide in their managers about their burnout concerns due to deep-seated fears and anxieties. This hesitance deprives leaders of the crucial, proactive conversations that could revolutionize their teams' overall productivity and individual performance. This has a negative impact on leaders trying to hold together teams, because you too are an employee with a stake in this matter. So, to support your role as a leader, here are the five most significant concerns employees have when discussing burnout with their leaders I learned about from working in the "burnout zone" AND the ways to overcome them.

• Fear of Negative Consequences: 
  The foremost worry plaguing employees is the dread of facing negative consequences for sharing their burnout concerns with their managers. The haunting fear of appearing weak or lacking commitment to their work looms large. Yet, it’s imperative to acknowledge that burnout is a genuine and valid issue that afflicts countless individuals. As a leader, it’s your responsibility to create a safe space where employees can freely express their needs. Assure them that divulging their struggles will result in no punitive actions. Begin by familiarizing yourself with your employees' rights and acquainting yourself with your organization's policies concerning mental health and work-life sustainability. Armed with this knowledge, you can provide vital resources and best practices. If needed, seek assistance from your human resources department, which can offer further guidance and collaborate with you to address employee concerns proactively.

 

• Lack of Trust:
  Another significant barrier to addressing burnout with management is the absence of trust, either in you as a manager or in the organization as a whole. A single breach of trust can sow seeds of doubt, tarnishing your reputation and that of your organization. Cultivating trust becomes paramount in fostering open and honest communication, enabling you to confront burnout before it cripples your team. Start by forging positive relationships with your employees through regular check-ins. Share your own concerns and goals regarding workload and work-life sustainability. If you feel comfortable, broach the topic of exhaustion and burnout, and be prepared to discuss the wellness support your organization provides to prevent it. Be mindful that your role as a leader involves creating a healthy and productive work environment, and addressing burnout is an integral part of that responsibility.

 

• Your Organization's Culture & Expectations:
  ​The culture and expectations prevalent in your organization can significantly contribute to employee burnout. Recognize that employees do not choose to burn out and proactive action can lead to positive changes benefiting both individuals and the organization as a whole. Begin by understanding your organization's values, policies, and initiatives regarding workload and employee wellbeing. Seek alignment between your concerns for the team's welfare and the organization's overarching goals. If necessary, emphasize to upper management how addressing burnout can enhance productivity, engagement, and overall employee performance. By framing the conversation around mutual benefits, you are more likely to garner support and understanding from your manager in overcoming systemic or cultural barriers to employee productivity and performance.

 

• Lack of Awareness Regarding Support:
  Many employees remain unaware of the support and resources available to them within your organization that help to address and alleviate burnout. Take the initiative to educate yourself about the various assistance programs, group benefits coverage, and wellness initiatives your organization offers. Knowing these options will empower you and give you the confidence to discuss burnout with your staff. Address any misconceptions or concerns your employees may have, such as doubts about the confidentiality of on-demand support helplines. Help them understand why these resources are trustworthy and encourage them to utilize them with confidence. Additionally, consider joining or initiating employee resource groups or committees focused on wellbeing and mental health at work. Collaborating with like-minded individuals can help amplify your concerns, generate solutions, and proactively create a more supportive work environment for everyone.
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• Stigma in Prioritizing Work/Life Sustainability:
  ​There is a prevailing stigma associated with prioritizing work-life sustainability, which can discourage employees from discussing their burnout concerns with their managers. Many fear being judged or seen as less committed if they express the need to rebalance their workload. However, it is important to recognize that maintaining healthy work-life boundaries is essential for the long-term success of both employees and the organization as a whole. When approaching upper management for help and support with burnout, emphasize the benefits of sustainable work practices that contribute to increased productivity and overall job satisfaction. Share relevant research or success stories about organizations that prioritize work-life sustainability to support your case.

 
Overcoming the five biggest employee concerns about discussing burnout requires removing barriers to important conversations that support the wellbeing and future success of your team and organization.  This is about more then offering yoga classes or promoting self-care, it's about seeking out the systemic aspects of your workplace employees can't influence, the ones that contribute to burnout. By addressing burnout with empathy and understanding, and sharing your concerns and strategies with upper management, you can take the necessary steps towards creating a more sustainable work environment that proactively addresses employee exhaustion and boosts productivity.

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