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Avoiding Employee Burnout
Rich Baron • May 11, 2023
The last few years have been incredibly stressful for many. On top of dealing with a global pandemic, we have also dealt with inflation, supply chain issues, the great resignation, the list goes on. During this time many of us continued to work — some from home with distractions or stressors we aren’t used to dealing with, or with smaller teams tackling work that usually took more minds to accomplish. That mix of stress and change both at the office and outside of it continues to be the perfect recipe for employee burnout.
Burnout is a state of emotional, mental, and or/physical exhaustion caused by excessive and ongoing stress. As leaders, it’s important to recognize that our team members may be experiencing employee burnout at higher rates than ever before — and just how draining that can be. Work-related stress doesn’t just disappear when you head home for the day.
According to Forbes, and Harvard Business Review, employee burnout can, and does result in the following issues:
- 23% more likely to visit the emergency room
- 13% lower confidence in performance.
- 63% more likely to take sick days.
- 50% less likely to discuss performance issues with their managers.
- 2 out of 3 employees experience burnout.
- Employee burnout costs and estimated $125 to $190B annually in health care spending in the US.
Stress-Related Substance Abuse
The National Council of Alcoholism and Drug Dependence reports that "One of the variables that ignite substance misuse is stress related to work. Stress is real. Exhaustion and burnout can happen. And perhaps, for some individuals, turning to alcohol or drugs seems like an immediate remedy.
This highlights the prevalence and impact of substance abuse because of employee burnout, particularly at higher levels of the organization. It shows that this issue is recognized and studied by various organizations and experts. The high number of search results for executive-level substance abuse suggests that this is a significant problem that needs to be addressed. If you google the term, “executive-level substance abuse,” you will get more than 44 million results.
Substance abuse not only affects an individual's health and well-being but also has negative consequences for the organization. It can lead to decreased productivity, increased absenteeism, and even legal issues such as theft or injury. Moreover, the loss of life due to substance abuse is a tragic outcome that should not be ignored.
Recognizing and addressing stress and burnout in the workplace is crucial to prevent substance abuse. Employers should prioritize creating a healthy work environment, promoting work-life balance, and providing resources and support for employees to manage stress effectively. This can include offering mental health resources, encouraging open communication about work-related issues, and implementing policies that prioritize employee well-being.
Substance abuse because of employee burnout is a serious issue that can have significant consequences for both individuals and organizations. Employers need to take proactive steps to address and prevent burnout, creating a work environment that supports employee well-being and helps to reduce stress-related substance misuse.
Leaders Must Recognize the Symptoms
Luckily, there are ways to avoid employee burnout before it can zap your team of energy and motivation, which in turn can result in poor organizational success. It can seep into personal lives, affecting overall well-being and productivity. Recognizing the signs and symptoms of burnout is crucial to address it and support our team members effectively.
The best way to avoid employee burnout is to recognize the early symptoms before it completely sets in. Everyone might express feeling burnout a little bit differently, but the main early symptoms are often the same:
Some common signs of burnout include:
1. Physical and emotional exhaustion: Feeling drained, tired, and lacking energy even after a good night's sleep. Emotional exhaustion can manifest as feeling detached, cynical, or apathetic towards work and personal relationships.
2. Decreased performance and productivity: Burnout can cause a decline in job performance, creativity, and problem-solving abilities. Tasks that used to be manageable may become overwhelming and take longer to complete.
3. Increased cynicism and negativity: Burnout can lead to a negative outlook on work and life in general. Team members may become cynical, pessimistic, and resentful towards their job, colleagues, or the organization.
4. Lack of motivation and engagement: Burnout can result in a loss of interest and enthusiasm for work. Employees may feel disengaged, unmotivated, and disconnected from their tasks and responsibilities.
5. Physical symptoms: Chronic stress can manifest in physical symptoms such as headaches, muscle tension, stomach issues, and difficulty sleeping. These physical manifestations can further exacerbate burnout and impact overall well-being.
Preventing and Addressing Burnout
If you’re lucky, you are at your current job for more than a paycheck — you’re there because you enjoy what you are doing and find a sense of purpose in your work. Hopefully, you’ve cultivated a team that feels similar.
As leaders, it's important to create a supportive and empathetic work environment to prevent and address burnout. Here are some strategies to consider:
1. Foster open communication: Encourage team members to share their challenges, concerns, and workload. Create a safe space for them to express their emotions and provide them with opportunities to ask for help or support.
2. Set realistic expectations: Ensure that workloads are manageable and deadlines are reasonable. Avoid excessive pressure and encourage a healthy work-life balance.
3. Promote self-care: Educate employees on the importance of self-care and provide resources for mental and physical well-being. Encourage regular breaks, exercise, and vacations to recharge.
4. Encourage autonomy and flexibility: Offer flexibility in work hours and remote work options if feasible. This allows employees to better manage their personal and professional responsibilities.
5. Recognize and appreciate achievements: Celebrate successes and acknowledge the hard work of your team members. Regularly provide positive feedback and recognition to boost morale and motivation.
6. Provide opportunities for growth and development: Support career development and offer opportunities for learning and growth. This helps employees stay engaged and motivated in their work.
7. Lead by example: As a leader, prioritize your well-being and manage your stress. Show vulnerability and share strategies that have helped you manage burnout.
By recognizing and addressing employee burnout, leaders can create a healthier and more productive work environment, ultimately benefiting both individuals and the organization as a whole.
Supporting Work-Life Balance
As many of us have switched to remote work in the last year, the lines around work-life balance have been blurred. Your employees may feel that since they work from home, they must be “on” all of the time, but that’s one of the quickest paths to burnout.
Here are a few suggestions for supporting work-life balance and helping employees combat burnout:
1. Set clear boundaries: Establish clear expectations regarding work hours and availability. Encourage your employees to disconnect and take time for themselves outside of work hours. Lead by example and avoid sending work-related emails or messages during non-working hours.
2. Encourage breaks and time off: Encourage your team members to take regular breaks throughout the day to recharge. Encourage them to use their vacation days and take time off when needed. Promote a culture that values rest and relaxation.
3. Offer flexibility: Remote work can provide flexibility in terms of when and where work gets done. Allow your employees to adapt their schedules to accommodate personal needs, such as attending to family obligations or pursuing hobbies. This flexibility can help them achieve a better work-life balance.
4. Foster open communication: Create a safe and supportive environment where employees feel comfortable discussing their workload, stress levels, and any challenges they may be facing. Regular check-ins and one-on-one meetings can provide an opportunity to address any concerns and provide support.
5. Provide resources for well-being: Offer resources and support for employee well-being, such as access to mental health resources, stress management programs, or wellness initiatives. Provide information on self-care strategies and techniques for managing burnout.
6. Recognize and appreciate your employees: Regularly acknowledge and appreciate the hard work and contributions of your team members. Recognizing their efforts can boost morale and motivation, while also showing that their well-being is important to you.
7. Encourage self-care and hobbies: Emphasize the importance of self-care and encourage employees to prioritize activities that bring them joy and relaxation outside of work. Support their interests and provide opportunities for team-building activities that align with personal hobbies.
By prioritizing work-life balance and supporting your employees' well-being, you can help prevent burnout and foster a healthy and productive work environment.
Wrapping Up
Finally, accepting help from friends, family, and employee assistance programs, as well as seeking support from psychologists, can greatly improve one's ability to manage work stress. By taking advantage of available resources and guidance, individuals can develop healthier coping mechanisms and prevent the negative effects of stress on their mental and emotional well-being. Taking proactive measures to address and manage work stress is essential for maintaining a healthy work-life balance and overall quality of life.
About the Author
Rich Baron holds the esteemed title of Master Certified Intelligent Leadership Executive Coach at John Mattone Global. With a wealth of expertise spanning over 25 years, he has excelled in various realms such as cultural transformation, operational leadership, executive positions, and coaching individuals from emerging leaders to CEOs. Rich co-hosts "Mainline Executive Coaching ACT," a podcast acknowledged by FeedSpot in 2023, and again in 2024 as the foremost Executive Coaching Podcast worldwide. This recognition is based on an evaluation of numerous podcasts on the internet, taking into account factors such as web traffic, social media followers, and timeliness. The podcast enjoys a substantial following in more than 60 countries and 550 cities across the globe.
If the years since the pandemic are any indication of what we can expect in this ever-changing business world, leadership needs to be stronger than ever. With rapid changes in business worldwide, the leadership skills we need are changing. Strong, versatile leaders are needed to face the challenges we will inevitably see - leaders who can adapt, strategize, and motivate their teams through complex situations. However, studies show that organizations and leaders alike are far from prepared to combat these challenges. What Do The Studies Show According to the Bersin by Deloitte report High-Impact Leadership Development , organizations with stronger “leadership maturity” are 11 times more likely to have a high number of leaders who can build talent for competitive advantage. And they’re 7 times more likely to have a high number of leaders who can inspire people to follow them. Unfortunately, the report also found that capable leadership talent is very rare. Only 60% of leaders in organizations show commercial acumen and business judgment; 48% are seen as driving change and innovation; and only 44% build talent for competitive advantage. Regarding rare leadership talent, in a study conducted by Kaiser Leadership Solutions , using a 360-degree instrument called the Leadership Versatility Index, they assessed over 24,000 senior managers from a variety of industries around the world. The results showed that less than 10% of the leaders in this study had the versatility and timing to be effective leaders. That means that more than 21,000 of the leaders studied do not have the versatility and timing to be truly effective in reading and responding to change with a wide repertoire of complementary skills and behaviors. Despite the studies that show that leadership skills and development are lacking, there has been a disturbing trend in organizations cutting L&D budgets and individual leaders putting the brakes on their own development. Or worse yet, ignoring the importance of leadership development altogether. A Short-Sighted Approach This lack of investment in leadership development is a short-sighted approach that ultimately hurts both the individual leaders and the organization. Effective leadership is crucial for the success of any organization, as leaders set the tone for the rest of the team and drive the company toward its goals. Additionally, in today's rapidly changing business landscape, it is more important than ever for leaders to be adaptable, agile, and able to navigate uncertainty and change. Investing in leadership development is key to ensuring that leaders have the skills and knowledge needed to thrive in this environment. Organizations must prioritize leadership development and allocate the necessary resources to support the growth and success of their leaders. By investing in leadership development, organizations can create a culture of continuous learning and improvement, drive innovation and growth, and ultimately, achieve sustainable success in the long run. Without ongoing development and training, leaders can stagnate in their skills and become less effective in their roles. This can lead to decreased employee engagement, lower productivity, and ultimately, a negative impact on the bottom line. Hitting the Pause Button Simply put, businesses and leaders are falling behind in preparing for the upcoming business challenges they will certainly face. This fact was shown in another leadership development survey of almost 18,000 human resource professionals and business leaders from around the world. The findings showed that 83% believe it is critical to the success of their organizations to develop leaders at all levels. Despite this, less than 5% of businesses have integrated leadership development at all levels. According to the Global Leadership Forecast 2021, “fewer than half of leaders feel they are effective in leadership skills that will be most critical for future success. This means that strong, versatile leaders are not being developed and prepared for future business challenges. As an executive coach, the most disturbing trend that I have seen in organizations, and individual leaders alike, is pumping the brakes on leadership development. Many of the excuses I have heard are that the L&D budget was cut, or we plan on revisiting leadership training next year, or my personal favorites, we are too busy to focus on that right now, or we simply don't have the time. With all the issues in poor employee retention, lack of leadership pipelines, poor talent selection, toxic bosses, and failing organizational culture (which is a direct result of poor leadership), it is no wonder you don't have the time. More than likely your time is now being spent chasing the tiger by the tail, putting out fires, and trying to keep your head above water. So, a quick question, do you think your excuses will help solve the problems? Or perhaps employing the age-old wisdom that if we just ignore it, it will go away. The trend of cutting L&D budgets was a concern even before 2024. In February 2023, we featured an episode on our podcast, Mainline Executive Coaching ACT, entitled, "Dear Employees, Your Budget Has Been Cut." It has been downloaded and listened to in over 70 countries and 750 cities worldwide and is still our top downloaded episode with continued daily downloads to this date. This goes to show that this is not just a concern for organizations in the United States, but globally as well. Quite frankly, this is an urgent situation that needs to change. Versatility Will Be The Key The need for leadership development is greater than ever. Over the past three years, business dynamics have shifted so dramatically, that the moment to maximize the benefits of strong and equipped leaders is now. Versatility in leadership skills is the master capability for leading in a VUCA world — that is, one characterized by volatility, uncertainty, complexity, and ambiguity. Versatility is, "the ability to read and respond to change with a wide repertoire of complementary skills and behaviors." For instance, some circumstances call for leaders to take charge, force difficult issues, and make tough decisions, while others require leaders to enable, support, and include people. Similarly, organizations sometimes need leaders to focus on their future strategic direction and at other times to focus on day-to-day operations and execution. Versatile leaders can seamlessly move between opposing behaviors. They can step up and make a call just as easily as they can bring people together to make group decisions. They can read the room and adjust their behavior accordingly, from asking questions and listening with an open mind to driving the team to achieve success. They can also envision change in big-picture terms and focus on the tactical details of implementing change. Versatile leaders can read the business, from playing out the chessboard five moves ahead to making the next move swiftly and with precision. Focusing on the Future It is time to stop pausing or ignoring leadership development altogether, or worse, simply putting someone in a leadership role because they are strong individual contributors in their jobs. The ripple effects of poor leadership have resulted in skyrocketing turnover rates, poor customer retention, disengaged employees, and high costs associated with replacing the employees who left. To be successful and competitive in the future, developing versatile, strong leaders is imperative. Organizations that value leadership development with a focus on building a strong leadership pipeline full of well-trained, versatile leaders will inevitably see greater innovation, stronger financial performance, highly engaged employees, and strong employee retention. Going forward, organizations and individuals alike need to engage or reengage in leadership development. However, do not make the mistake of bringing back leadership training that the company invested in 10 years ago. Or worse yet, relying on someone in the organization who participated in those programs in the past to take on the task of leadership development today. The days of marathon seminars focused on a particular leadership skill are in the past. Quite frankly, they did not work then, and certainly will not work now. A Training Evolution Leadership training has evolved and executive coaching is the sturdy bridge that connects individual leadership effectiveness with outstanding organizational performance . It can help organizations attract and retain exceptional leaders and help executive teams to improve their performance. In addition, online coaching platforms that feature ongoing, bite-sized, dynamic, and hybrid training sessions with accompanying implementation tools coupled with one-on-one coaching have proved to be very effective. Intelligent Leadership Online Academy (ILOA) which was created during the pandemic by the world's top executive coach, John Mattone is one such platform that is trusted and respected by the top executives and technologists at some of the world's top companies. Wrapping Up Today's leaders need more proficiency than ever before. No one knows what our disruptive world will throw at leaders next. However, if the past three years are any indication of what lies ahead, organizations and individuals must be prepared to face those challenges. Those organizations with strong, versatile leaders who possess a wide and balanced repertoire of complementary competencies, skills, and behaviors, combined with the wisdom to know which one to use in a given situation, are likely to be most effective at leading their people, teams, and organizations through the turbulence. And we know that this meta-competency — versatility — can be learned, coached, and developed. Reach out to me here to find out more about executive coaching, and ILOA. Or schedule time with me here for a discussion on how your future and the future of your organization can look. About the Author Rich Baron holds the esteemed title of Master Certified Intelligent Leadership Executive Coach at John Mattone Global. With a wealth of expertise spanning over 25 years, he has excelled in various realms such as cultural transformation, operational leadership, executive positions, and coaching individuals from emerging leaders to CEOs. Together with his coaching partner, Maikel Bailey, Rich hosts "Mainline Executive Coaching ACT," a podcast acknowledged by Feedspot in 2023, and again in 2024 as the foremost Executive Coaching Podcast worldwide. This recognition is based on an evaluation of numerous podcasts on the internet, taking into account factors such as web traffic, social media followers, and timeliness. The podcast enjoys a substantial following in more than 60 countries and 550 cities across the globe.
With Thanksgiving approaching in the United States, it’s a perfect time to reflect on the values that enrich our lives, no matter where we call home. Leadership, in particular, holds a unique power to shape our communities, organizations, and personal growth. In this blog, I want to celebrate the transformative nature of leadership, express gratitude for its impact, and honor the remarkable leaders who inspire and guide us. Here are a few ways leaders can express gratitude and show appreciation to the people who make a difference in their lives. Visionaries Who Inspire Leadership often begins with a clear vision. We are grateful for the visionary leaders who inspire us to dream big, challenge the status quo, and defy conventional wisdom. These trailblazers ignite passion and propel us toward a future that seemed unreachable before. Their visionary approach gives us hope and motivation to achieve more. Empathetic Guides Possessing empathy and understanding is a hallmark of exceptional leadership. Thanksgiving reminds us to appreciate the leaders who genuinely care about their team members' well-being. They create an environment that fosters collaboration, empathy, and open communication. These leaders go the extra mile to understand the needs of their team and provide the necessary support, enabling individuals to flourish both personally and professionally. Leading by Example Leaders play a crucial role in creating a positive and appreciative culture within their teams. By expressing gratitude, both publicly and privately, towards their employees, leaders can inspire their team members to reciprocate and appreciate one another's efforts as well. This creates a cycle of appreciation and gratitude within the team, which, in turn, creates a sense of trust and loyalty within the team. When employees feel appreciated by their leaders, they trust that their efforts are valued and recognized. This trust fosters a positive work environment where team members feel comfortable and supported. Be Thankful for Your Team As a leader, it is important to recognize and accept that you cannot be an expert at everything. No one can possess all the skills and knowledge required for every task or project. Instead, it is crucial to identify the gaps and seek out individuals who have the talent and passion to excel in those areas. When you surround yourself with talented individuals, each specializing in their respective fields, you create a dynamic team that can tackle challenges effectively and produce exceptional outcomes. Be thankful for those people on your team who bring their best every day. Their expertise and passion will bring new perspectives, innovative ideas, and a high level of proficiency to the table. Be Thankful You are a Leader Being a leader is indeed a privilege, as it allows leaders to have a direct impact on the future and success of their followers. For this reason, we must all learn to be servant leaders. By adopting a servant leadership approach, the leader takes on the responsibilities of a coach, mentor, and enabler. They guide and support their team members, helping them to develop their skills and achieve their goals. The focus is on empowering others and creating an environment where everyone can thrive. The beauty of servant leadership lies in the fact that when leaders prioritize the success of their team, they ultimately find success themselves. By investing in the growth and development of their followers, leaders cultivate a motivated and engaged team that produces outstanding results. This is something that every leader can truly be thankful for. Wrapping Up As leaders, this is a wonderful time of year to be thankful and to begin the habit of saying, "Thank You," so you can say it all year. Saying those two powerful words can mean the world to those on your team who have worked hard and deserve your admiration and sincere gratitude. The simple act of expressing your thankfulness and gratitude with these two simple words will ensure your team feels recognized and appreciated for their work. When we strive to be true servant leaders throughout the year we have the opportunity to instill worth in all those people around us. For this reason, leadership is not just a privilege to be thankful for, but a calling all leaders have the responsibility to live up to. As we celebrate this season of Thanksgiving—a time to express gratitude for the blessings in our lives—let us also extend this spirit of thankfulness to our superiors, colleagues, clients, customers, and all who support our professional journey. As Thanksgiving gives way to the rest of the holiday season, let’s strive to carry this attitude of gratitude into our daily lives, embracing it fully in our roles as leaders and managers. Happy Thanksgiving to all of you who are reading this. I am truly thankful for your support and wish you all the best! About the Author Rich Baron is the Director of Culture Transformation and Certification as well as a Master Certified Intelligent Leadership Executive Coach at John Mattone Global. With a wealth of expertise spanning over 25 years, he has excelled in various realms such as cultural transformation, operational leadership, executive positions, and coaching individuals from emerging leaders to CEOs. Rich hosts "Mainline Executive Coaching ACT," a podcast acknowledged by Feedspot in 2023, and 2024 as the foremost Executive Coaching Podcast worldwide. This recognition is based on an evaluation of numerous podcasts on the internet, taking into account factors such as web traffic, social media followers, and timeliness. The podcast enjoys a substantial following in more than 70 countries and 750 cities across the globe.
