10 Ways Leaders Can Avoid Getting Burned Out

This is a guest post by Bash Sarmiento

According to Indeed (2020), based on their survey done before the COVID-19 outbreak, cases of employee burnout increased by 9%. Specifically, 52% of all employees manifest the telltale signs of burnout. Employee burnout is characterized as a state of physical, mental, and emotional exhaustion. As such, it puts employee motivation and productivity at a dimming light and their accomplishments, personal identity, and performance at risk.

In FlexJobs (2020), seventy-five percent of employees have experienced burnout. Among them, 40% felt that the pandemic aggravated their burnout. In addition, Indeed (2021) found that 67% of employees believe that the prevailing health crisis worsened their cases of burnout. From these figures, we cannot turn a blind eye to the fact that such a seemingly mild issue can pose a grave threat to employees’ mental health and it is at an alarming rate.

Employees of all ages and types can experience this particular type of work-related stress. Like any regular worker, leaders and managers also suffer frequent or constant burnout (Gallup, 2020). They, too, can suffer the impact of workplace stress, which then may contribute to a mortality count of 120,000 deaths and health costs of nearly $190 billion in spending each year if specific measures to mitigate the risks are not reinforced (HBR.Org (2019).

Therefore, as a leader. You must help yourself rise amidst the challenges because it is not only you who depend on yourself. Your subordinates also root for you. Here are a few ways you can lean on before the going gets tough:

1. A llow for check-ins during your meetings.

Also called a vibe check, check-ins are a perfect way to know if anyone in your team, including yourself, is going through something. This promotes open discourse and allows everyone to open themselves. Not only will this detect early signs of burnout, but it will also forge a work culture that supports each other. You will be surprised how others would collaboratively suggest ways to overcome any personal or work-related issues. Opening up and having ears that listen can feel like a warm hug.

2. Educate everyone about mental health.

Better yet, enlighten your team on the early warning signs of employee burnout as well as depression and other predominant mental health issues. For a virtual event, tap a knowledgeable person-of-authority to be a resource speaker.

3. Make use of employee engagement surveys.

With you as one of the participants, your team members can dish out surveys to measure commitment, motivation, sense of purpose, and passion for work. This can also act as a need analysis survey to have a baseline as to where you should start with your strategies to mitigate the burnout cases.

4. Eliminate red tapes.

Perhaps you also need to work on untangling or cutting the long process of some procedures in the workplace. Work on simplifying operations, especially those that may be the root of delay or inaction. It is the way to achieve a better and more efficient workflow.

5. Create realistic goals and objectives.

Setting unrealistic targets present pain more than a challenge. And as a leader who is supposed to take control in hitting these, it will be a force of habit to keep trying. Burnout starts from overcrowding your plate and not fully realizing what is ahead. Remember that your subordinates may not work at the same pace as you. You cannot always go beyond as others might contribute to your failure rather than in the success.

6. Encourage work-life balance.

Discuss with your team about having flexible work arrangements to promote work-life balance. You can also take advantage of this policy in as much as your subordinates. This way, everyone can work on a comfortable schedule, giving them motivation and a productivity boost.

7. Avail a PTO.

Taking a break from work is one of the best things to do, especially when you feel any stress or simply need a moment to relax. Your paid time-offs are your lifesaver in times of a mental health emergency. Use them to your advantage wisely.

8. Revisit your employee wellness programs.

Meditation sessions, cooking classes for eating healthy, desktop yoga, and virtual workouts have been lauded as the most sought-after programs HRs initiate to promote employee wellbeing and reduce stress in the workplace. If these have not been introduced to your company, set the bar for the benefit of everyone.

9. Practice empathetic leadership.

So others are empathetic to you as well. A compassionate leader has a selfless concern for the lives of their team members. This kind of leader has a genuine interest in knowing the challenges they face and their overall feelings. To offer support, encouragement, and help, the empathetic leader understands whatever situation their team member is going through and contributes to making the situation bearable, if not better. These leaders often get the helper’s high, a rush of positive emotions following an act of kindness or service to others.

10. Recognize your work and those of others.

In this day and age, recognitions are crucial to productivity, happiness, and motivation in the organization. It does not hurt to be generous with praise and merits, especially when you see that everyone is trying their best to get by and cope despite the many uncertainties in our lives today. Recognizing their work should feel good for you since you are also part of their success. Not only will this bring you butterflies in your stomach and prevent stress, but it will also put your character as a leader in good light.

You may have noticed that this list was written as if directed to a regular employee. We did that on purpose. You are free to deal with stress and burnout just like the rest of the entire workforce. Your feelings are valid, and your emotions are essential. The organization knows you are not a robot, but only you can act to make a big difference in your life.