The ticking timebomb of burnout and ways to help

‘Burnout’ is recognised by the World Health Organization (WHO) as an ‘occupational phenomenon’. While it is not a medical or mental health condition, it has been classified as a syndrome, meaning a collection of symptoms or signs associated with a specific health-related cause. Burnout is a state of physical, mental and emotional exhaustion. It can occur when you experience long-term stress and feel under constant pressure. Burnout is rife and a reason so many employees are taking time off work to manage the issues and left unchecked, sustained and severe stress poses a threat to both our physical and mental health.

With the recent emphasis on mental health and the call to action for employers worldwide, it’s imperative to shift our focus from a reactive, crisis-driven model to one of prevention. Addressing burnout in the workplace not only supports employees in maintaining good mental health but also makes work a better, more fulfilling place for everyone.

The modern ways of life have drastically affected our work-life balance and stressors in life, causing many to experience burnout, with as many as 20% of workers taking time off to deal with its vagaries. That’s a huge percentage of productivity lost to its vices, so what can we do as individuals and employers to help.

Ways to address Burnout

1. Rethink your screen time

Modern life is plagued by digital devices and screens, and it’s not unusual to be staring them in the face throughout the working day and beyond. But it’s crucial to stay on top of your screen usage where you can, and be mindful of the pressures of the always-on digital life.

Try checking emails between 9 a.m. and 6 p.m. or setting limits on your social media apps so you can’t access them after 8 p.m. That way time spent scrolling doesn’t impact your sleep.

2. Focus on self-care

Self-care is a crucial practice, not just for addressing burnout but preventing it in the first place.

Ensure you disconnect from work during your time off, meaning you fully engage in activities you enjoy, with people you love, and minimize the amount of time you vent your frustrations about work.

3. Take a break

If there’s ever a time to take time off, it’s when burnout hits. Burnout is likely a sign of having too much on your plate. Seeking doctor-approved leave, alongside standard PTO from your employer, can be crucial to give yourself the time and headspace to work through what’s happening.

4. Talk with a mental health professional

If you find yourself having difficulties with burnout, it can be very hard to dig yourself out. It’s worth looking at which talk therapies are available to you, either through NHS services or private therapists and clinics.

5. Be open to change

An openness to change was a recurring theme among the experts we spoke with. It’s difficult to envision a different life, or a different relationship with work, when your energy and motivation is at its lowest ebb.

But while an increase in self-care routines or mindfulness habits can be beneficial, it’s also important to look at bigger structural changes you can make in your life — whether that’s changing your job, reducing your hours, or negotiating a different set of responsibilities with your employer.

If the option is there, you can also look for other opportunities for employment. Working somewhere that constantly makes you feel burnt out may negatively affect your mental health in the long term, and you shouldn’t force yourself to stay if you have the ability to go elsewhere.

Ways managers can help with burnout and workplace anxiety

1. Make emotional proof-reads a habit

Before sending an email, we should be asking, ‘how would I feel if I received this?’

2. Set clear goals and celebrate mini-milestones

Creating goals to improve the company culture can also help teams acknowledge that times are hard but you’re actively working to make the situation better. With something more positive to focus on, the workforce can rekindle their motivation.

3. Acknowledge what people are feeling

The idea that you can openly and honestly share ideas, questions, and concerns without being judged or humiliated—improves workplace performance and productivity.

Even just saying something like, ‘Let me know what I can do to support you,’ can go a long way.

4. Invest in your team and their well-being

During tough financial times, monetary rewards such as raises and bonuses may not be possible. But that doesn’t mean your team’s efforts and hard work should go unrecognized. Managers should invest in their direct reports with tangible benefits, such as professional development, additional paid time off, and flexible work options.

5. Praise your team openly and often

If they’re not getting a financial reward, make sure they’re getting a psychological award, let people know when they’re doing good work. Acknowledge and praise it.

Why cultural alignment should be HR’s priority in 2024

Imagine the best job you’ve ever had. What did you love about it? What was it that energised you? Was it the kind of work you did? Did you connect with your colleagues and form long-lasting friendships?

Enjoyable work certainly depends on how well we are compensated – but the thing that makes us stay above all else? Culture.

Culture as a measure of organisational success has grown over the last few years. Job hunters increasingly seek employers that care about their personal and professional growth.

The ecosystem you create for your team – your values, goals, attitudes and behaviours – are becoming the things that make or break your organisation.

It was management consultant and author Peter Drucker who first introduced the idea that culture eats strategy for breakfast. He wasn’t dismissive of having a clear plan in place, rather he insisted that the secret to true success is a happy and engaged workforce to execute it.

Cultural Alignment

The pandemic expedited organisational change. HR directors have supported and equipped people to lead this shift towards creating great places to work. But these same managers and leaders are fatigued and under pressure, and the scope of their roles has changed, too.

They must influence all facets of organisational culture, cater to the diverse needs of multi-generational teams, ensure DEI is more than just lip service, and implement hybrid working.

Any strategic business objective, be it to reach new clients and markets, or to hire for a specialist project, requires your culture, purpose, values, and goals to be fully aligned with your people.

Cultural alignment is a phenomenon that is usually only spoken about or taken into consideration when two cultures are about to collide, usually in the context of a merger or acquisition.

And even then, it’s usually an afterthought, with hurried plans to get the brand name sorted amid redundancies and new hires, whereby leadership seeks to reconnect its value and employee propositions.

But cultural alignment is something you cannot do without. It is the principle that employees can define and deliver the company culture instinctively and ideally, buy into it.

A report from Gartner in 2018 found that when everyone is aligned, there is a 9% improvement in revenue goals, and a 22% increase in employee performance.

That sense of belonging and community matters enormously at work, even more so when we collaborate remotely and virtually.

Culture is the lifeblood that feeds all aspects of the business. You could think of it as the brain of the organisation, nourishing every team, every individual, and your external clients, too.

Learning from experiences and mistakes to be better. Far from being an add-on to your strategy, it actively informs it. It is deliberate and should be celebrated.

The fact is – many companies do reasonably well without cultural alignment. But at what cost? 

It’s a little bit like running the Grand National without a horse. You’ll come out of it, you’ll survive, but what are the chances you’ll want to do it again? And bring others with you?

If your people are not aligned with the company vision, you will be burdened with high turnover, absenteeism, demotivated and unproductive employees, and bullying.

Your staff will be burnt out and unable to see the wood for the trees, never mind understanding their ‘why’ for showing up every day.

Culture in unpredictable environments

If the last three years have taught us nothing else, it is that we can’t do what we have always done. What got us here will not help us to get to our future.

HR directors will know this better than anyone; their stock has risen exponentially as leaders look to them to ‘solve’ company culture.

Unpredictable environments mean that strategies naturally have to flex and change, marketing budgets get cut, headcounts have to decrease.

Your culture must be more aligned now than ever. Your employees must be able to envisage a sign of land, a reason to keep going through the hard times.

How to culturally align your organisation

To be culturally aligned, you need the right people doing the right thing at the right time – and this is reconnecting value and employee propositions, but with intent and purpose.

Be realistic about what your goals are and how you want to achieve them.

Research your culture and strategic alignment, and measure to discover where you are strong and where you need to focus.

Be intentional about what your priorities need to be and then relentlessly focus with a solid change growth strategy, measure it regularly to track and adjust.

Make sure you are clear about what your values are and what they’re not! Make sure that you hire people who embody these values and beliefs so that they can be authentic allies for your business. Shout about your values so you can attract the best team, as well as what your purpose is, and who you are serving.

Keep measuring your culture. Feed and nurture it. Be flexible and adapt and listen actively to what your team tells you, and invest in good training and management.

Source HR Magazine

We enjoyed a lovely lunch recently, to celebrate the birthdays of Richard Bowe and Callum Musgrave.

We were also delighted to celebrate Richard’s promotion to Business Manager – Interim Division, after being awarded our Employee of the Year for 2023! Well done Richard! 👏
The team enjoyed a lovely meal, drinks and some birthday cake! 🎂
Great start to the year for Team Astute!