Burnout, a phenomenon that plays a critical role in how effectively businesses operate, often goes unspoken. It’s exactly this unhealthy habit that ultimately leaves businesses to deal with high turnover rates, so it is essential that the issue be recognized and addressed promptly.
Better still, leaders should make it their ultimate goal to prevent burnout from ever manifesting but as to whether this is possible to begin with remains vague.
Nevertheless, all efforts should be made to ensure that all employees have a healthy work-life balance, which is best done by embracing hybrid work model policies.
Mitigating Pressure Building up
Both in-office and remote teams face pressure that can lead to burnout if not addressed promptly. To manage the pressure effectively, HR teams should develop strategies and processes that incorporate employee well-being and engagement initiatives.
Burnout is not a sudden occurrence; rather, it’s a gradual process that builds over time. Typically, it stems from a combination of factors that include excessive workload, lack of support, and inadequate work-life balance. That’s why the initiatives should focus on these elements in an attempt to prevent burnout.
For office-based teams, the pressures can come from daily commutes, workplace social dynamics, and unrealistic expectations set by management. Typical signs of upcoming burnout for these people include blurred lines between work and personal life, feeling isolated, and the pressure to be accessible throughout the day.
Creating a Supportive Environment
The first step in addressing these issues is to create a supportive environment for both office- and remote teams. For in-office teams, this translates into creating a workspace that encourages both comfort and productivity.
Another idea is to offer flexibility: both in terms of working hours and work models.
For remote teams, the main goal should be to create a supportive, inclusive environment. A typical challenge that manifests in this setting is the feeling of isolation. Businesses should come up with efficient strategies that will help remote employees build a sense of belonging.
Another critical element not to overlook is providing continual support to remote teams. Scilicet, even though remote work offers many advantages, it can also lead to feelings of disconnection.
The role of managers in both scenarios is massive. They need to continually recognize signs of burnout and provide support to their teams. The practice is typically taken to mean offering resources that sustain well-being, encouraging regular breaks, and creating a supportive environment where discussing stress and workload is encouraged.
One efficient way to support in-office and remote teams alike is through a solid onboarding program. For remote teams, a thorough virtual onboarding checklist can help new employees integrate smoothly. In addition, continuous upskilling through gamification can also keep employees engaged.
Gamification is, basically, the application of game elements in other contexts (in our case, for training purposes). It provides game-like activities to help learners solve various problems.
Gamification has been deployed by the military for decades and transitioned to other industries only recently.
It has three basic aspects: meaningfulness, conditioning, and communication. Gamification reinforces engagement through extrinsic motivation, meaning it offers external rewards.
Gamified training programs differ depending on the topic and learners’ interests. Regardless, in order for the programs to be successful, they should include the following elements:
- Points —identify progress
- Badges — display achievements (e.g.,milestones)
- Leaderboards — provide rankings
Additional elements are optional and include progress bars, incentives, rewards for the milestones achieved, a narrative, feedback, and interaction elements.
Time Management and Communication
Time management can be tricky when it comes to remote teams. Thankfully, time-saving automations can reduce the burden of repetitive tasks and free up time for more meaningful ones. Namely, automation helps streamline processes, leaving employees with plenty of time to focus on tasks that add value.
Further out, effective communication is critical for better remote performance. Clear communication about responsibilities and expectations helps reduce misunderstandings and, consequentially, overwork. For remote teams, it is crucial to set up regular communication channels and ensure that team members feel heard.
Video conferencing tools, instant messaging, and collaborative platforms have proven helpful in this regard.
Flexibility Matters
Flexibility plays a significant role in preventing burnout for both in-office and remote teams. For office workers, offering options such as flexible hours or hybrid work models can greatly reduce stress and improve work-life balance. Allowing employees to adjust their schedules to accommodate personal responsibilities helps them manage their time more effectively and reduces the pressure of strict working hours.
Remote teams benefit from flexibility in different ways. Scilicet, it allows them to work from various locations and adjust working hours to fit personal needs.
Finally, use common sense. Make office space enjoyable. Add a plant or two, paint the walls in pastel colors, make shared spaces pleasing to the eye… Office workers will thank you for that and be more enthusiastic about the workplace.