It's almost one year since the US and many other countries closed schools, shut their borders, and mandated all but non-essential businesses to close, resulting in massive employee furloughs or job losses and requiring millions of employees to work remotely from home.
People worldwide have felt the social, emotional, financial, and health toll of the pandemic. A recent study found that employees are burning out at record rates: 60% of employees reported they feel used up at the end of the workday, which is a strong indicator of burnout. 26% expect to change companies in the next year.
The impact will likely last long after the pandemic is over. Employers should not expect a quick return to normal; instead, employees need continued wellness and compassion to slowly move out of survival mode before they can begin to think about thriving.
As the economy recovers, employers should not focus on setting new ambitious goals to recoup losses. Many employees have been homeschooling or caring for family members and working long hours and can't take on more right now.
Try to understand the challenges your employees are experiencing daily. Employees are tired, and many have reached the limit on coping capacity, leading to burnout. Psychologists are reporting that our concentration level is becoming sluggish; people are having difficulty paying attention as each day feels much like the next with no commute or much need to move around.
The moments that matter are the things that employees will remember you for. As a manager or leader, there are several steps you can take to prevent and address burnout in your teams.
Consider the employee population holistically; not all will have the exact needs. We've all seen images of people working out of closets or from bed - employers should focus on ensuring employees have the essential tools to do their job, including having a desk and a good internet connection. Provide reimbursement or a monthly stipend to help cover the costs.
Eliminate unnecessary meetings and invest in technology to help people work smarter and stay connected. Reduce your employees' stress level - don't schedule back-to-back meetings without breaks or meetings during lunchtimes when kids at home need to be fed.
The next level offers flexible hours, respite care for children and family, and access to wellness tools such as yoga or meditation, which will go a long way in preventing burnout.
Be conscious of how you are assigning projects and deadlines. Understanding if work is not always completed on time, most people are doing their best under challenging circumstances. Show your appreciation and express thanks for doing a good job.
Recognize and reward the behaviors you are trying to encourage. People who feel recognized and respected for their contributions are more engaged and will work higher. Invest in your people by showing that you actively care about them and are willing to help.
Share your longer-term vision and strategy for the future, focusing on the steps you are taking and why. Sharing growth plans and how you plan to adapt to changing economic circumstances will help employees manage change better. As a leader, your role is to link individual goals to a purpose and the overall vision.
Create trust with your team by committing to doing what you say you will. Be open and transparent if circumstances should change. The ability to be flexible and adaptable are essential. Helping employees deal with exhaustion and burnout requires taking an active interest in your people's well-being. Taking these steps will ensure you are remembered for doing the right things in a time of crisis, and you'll be rewarded with greater loyalty and commitment.
If you need help with your team or have an interest in HR support, remote strategies, executive coaching, leadership, and strategic planning workshops tailored to your organization, contact BlueFire HR by FutureSense at snelson@futuresense.com or at 773-793-1362.
If you would like to read more of our blogs on this subject, check out, Motivation for the Long Haul and 2021 Focus.