No manager wants a stressed-out team. And while employees have some responsibility to monitor their stress levels, leaders need to play a critical role in preventing and remedying burnout.
Publish Date: January 22, 2020
Start with curiosity. Ask yourself: What is making my staff so unhealthy? How can I help them flourish? Then, gather data by asking your team what causes them to feel motivated or frustrated. Employees may not have a silver-bullet solution, but they can most certainly tell you what isn’t working, and that is often very helpful data. Then, ask your team what they need. Think about small changes, for example, asking: If we had this much budget and could spend it on X many items in our department, what would be the first priority? Have the team vote anonymously, and then share the data with everyone. Discuss what was prioritized and why, and then start working down the list, performing small pilots and assessing what works. The good news is that burnout is preventable, and these low-risk and inexpensive experiments will give you useful information about what you need to change in your work environment.
Find more tips at HBR.org. This tip is adapted from "Burnout Is About Your Workplace, Not Your People," by Jennifer Moss