An HR Manager’s Guide To Managing Burnout Among Skilled Workers

Employee burnout is often characterized by a lack of motivation and engagement, and which gets worse over time as a result of being unhappy at work. Burnout can cause employees to miss tasks, be less productive, and leave their jobs, all of which can hurt a company’s bottom line.

Even though there’s no one solution for preventing burnout, there are ways to lessen its effects and improve work-life balance. By putting them into practice, HR managers may make the workplace more pleasant for their employees and lessen the likelihood that they’ll experience burnout.

Here’s a compilation of ideas for addressing burnout among your talented employees:

Tattooed bearded worker in overalls having hard day on the work. Storage of import and export firm interior.

Hire The Right Talent

Employees are viewed as a company’s most valuable resources. They’re experts in their respective fields. Assigning qualified individuals to open positions is, thus, talent acquisition’s primary objective.

To complete tasks on time and with minimal resource waste, it’s crucial to find qualified candidates. So, what happens if you hire somebody who’s not suitable for the job?  It won’t only negatively impact your organization, but it can also cause burnout to the employee since they may not have real passion for their role or simply can’t do the job properly.

The present labor market is fast-paced and full of competition. Luckily, these days, productivity and profitability can be ensured by acquiring the right employees through the help of recruitment platforms.

Necessary Adjustments To Workloads And Deadlines Should Be Allowed

Too much work and too little time is a major cause of burnout. For instance, if an employee regularly works more than 50 hours a week, that raises the possibility of burnout. Managers need to establish a middle ground between their teams’ needs and those of their superiors. This will be utterly helpful in maintaining a healthy level of stress and preventing burnout.

Adopt Flexible Work Scheduling

Understand that employees are unique individuals with lives outside of work, even if business culture becomes increasingly data-driven. Some people find it more productive to work late hours. Others, however, may work best when working remotely from anywhere they feel comfortable.

Skilled workers who are given the option of setting their own schedules may be better able to meet deadlines and feel like they have some control over their work-life balance. This leads to increased employee and company productivity.

Stress The Significance Of Breaks

For various reasons, some employees would rather stay on the clock until the job is done, no matter how long it takes. This suggests that they’re overworked, as they’re busy all the time and hardly relax. This is why it’s crucial for HR departments to stress the value of breaks to all staff members.

One of the best ways of increasing workers’ productivity is by giving them a break from their task for a few minutes to cool down and relax a bit. Consider this as an investment for their mental health.

Remember that a team free from burnout and mental stress would be more committed and productive, which isn’t only beneficial to employees, but also to the company.

Equip Team Leaders And Managers To Prevent Burnout

Some employees may often try to alleviate their stress by taking on more responsibilities at work, which can backfire if the company routinely expects its high performers to shoulder the significant amount of the most challenging projects, in addition to other duties, like mentoring those who are less effective.

As an HR manager, it’s important to advise team leaders to adopt the following methods, which can be used to address burnout:

• You shouldn’t expect the achievers to make up for everyone else’s shortcomings. You should put them in a group with others who are either at or near their skill level. This way, learning and development opportunities and burdens of a project can be shared more fairly. High performers can lose motivation and enthusiasm if they’re often called upon to fill in for others and coach those who aren’t as effective.
• Be careful of those who always say yes. They may say yes to everything because they feel pressured to do so, they have trouble saying ‘no,’ or they don’t realize how much effort something will require. Employees who keep saying ‘yes’ to more and more requests may start to feel like they’re drowning in their work and will never measure up. Such situations can cause exhaustion, which might eventually lead to burnout.

Conclusion

In order to avoid burnout in the first place, businesses should prioritize employee satisfaction and management support. It’s the responsibility of both the company and the HR manager to assist a burned-out worker in making a full recovery. Burnout is a business problem, not only a personal one. Effective prevention and treatment of burnout requires a company-wide effort.