Are Your Employees Burned Out?

December 7th, 2018

Great managers wear lots of hats. They’re coaches, organizers, schedulers, budget masters, and when necessary, they’re teachers, speakers, conflict negotiators, and diplomatic liaisons. They’re also great at taking care of the company’s most important and most valuable assets: its employees. Employees don’t just walk in the door already knowing what to do and contributing at maximum levels. They need managers to make sure the right people are assigned to the right tasks and every employee can access the tools they need for success.

Unmotivated and disengaged employees are NOT contributing at their full potential. And when teams are burned out, it’s the manager’s job to step in and set things right. Here’s how to recognize the signs and take action.

What does burnout look like?

Burnout takes several visible forms, but here’s something it DOESN’T look like: an employee walking into your office and saying, “I’m burned out.” That doesn’t happen. The signs are subtle, and it’s your job to spot them. Look for weariness, distraction and vague responses to new assignments. If your employees accept tasks by saying “I guess I can try” or “I’ll see what I can do,” take a closer look at the situation. The same should be applied to excessive sick days, quarreling and chronic bad moods.

Start honest conversations.

If you think your employee may be overloaded or disengaged, ask them to join you for a chat or take them to lunch. You don’t have to say, “You look burned out,” but feel free to diplomatically ask them how they’re feeling and how their days are going. If you hear signs of trouble, make note. Find out what you can do to help.

Keep an open mind when choosing a solution.

Your burned-out employee may be any number of things: overworked, frustrated by specific obstacles, distracted by non-work events, or simply bored and dispassionate about a job they once loved. Each of these will require a different response from you, so listen carefully before you develop a plan of action.

Keep career development on the table.

If your employee is overworked, take some jobs off their plate; that’s easy enough. But if they’re unmotivated because they’re outgrowing the job or in need of new challenges, bring the full force of your training and connections to bear. Find new ways to help them advance within the company, provide training in-house, provide resources that can help expand their education outside of the workplace, or learn more about their goals, so you can help them reach them.

Get burnout under control before you have to deal with a bigger problem: high turnover. Start by contacting the management experts at PSU.

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