Combat Burnout through CliftonStrengths


Combat Burnout through CliftonStrengths

Burnout is a growing concern in today's fast-paced work environments. According to Gallup's research, a staggering 76% of full-time employees experience burnout at least sometimes*. This pervasive issue not only affects individual wellbeing but also undermines organizational performance. In this article, we explore how leveraging CliftonStrengths can help combat burnout and foster a thriving workplace.

1. Understanding Burnout

Burnout is not merely about working long hours; it's a multifaceted syndrome resulting from chronic workplace stress. The World Health Organization defines burnout by three dimensions:

  1. Feelings of energy depletion or exhaustion

  2. Increased mental distance from one’s job, or feelings of negativism or cynicism

  3. Reduced professional efficacy

These symptoms lead to significant negative outcomes for both employees and organizations, including higher absenteeism, lower productivity, and increased turnover.

2. The Role of CliftonStrengths in Preventing Burnout

CliftonStrengths focuses on identifying and developing individual talents. When employees use their strengths daily, they are more engaged, more productive, and less likely to experience burnout. Here’s how CliftonStrengths can be a game-changer:

  1. Catch It Early!
    Burnout exists on a spectrum and manifests differently for each individual. Recognizing early signs can prevent full-blown burnout. Encourage regular check-ins where employees discuss how they feel and how burnout shows up for them.

  2. Manage Talent Overdrive and Blind Spots
    Talents in overdrive can contribute to burnout. For instance, someone with the Achiever® theme might drive themselves too hard. Managers should help employees balance their strengths and address blind spots by partnering with others or using supporting talents.

  3. Feed Talent Needs
    Each talent has specific needs that, when met, build resilience and reduce burnout. For example, individuals with the Learner® theme need continuous learning opportunities to stay engaged. Understanding and catering to these needs can enhance overall wellbeing.

3. Strategies for Managers

Managers play a crucial role in preventing burnout. Here are five strategies based on Gallup’s findings:

  1. Ensure Fair Treatment
    Unfair treatment at work is a significant driver of burnout. Managers should ensure transparency, equity, and respect in all interactions and decisions.

  2. Manage Workloads Effectively
    Overwhelming workloads are a common cause of burnout. Managers need to help employees prioritize tasks and provide support when workloads become unmanageable.

  3. Communicate Clearly
    Unclear expectations can lead to frustration and burnout. Regular, clear communication about roles, goals, and expectations is essential.

  4. Provide Adequate Support
    Employees who feel supported by their managers are significantly less likely to experience burnout. This support includes listening to concerns, providing resources, and offering constructive feedback.

  5. Set Realistic Deadlines
    Unreasonable time pressure exacerbates burnout. Managers should set realistic deadlines and provide the necessary resources to meet them.

4. Creating a Thriving Work Environment

A strengths-based approach not only helps in preventing burnout but also creates a thriving work environment. When employees are engaged and using their strengths, they are more productive, innovative, and committed. Here are some additional tips to foster such an environment:

  • Encourage Strengths-Based Development: Regularly discuss and develop employees' strengths.

  • Promote Work-Life Balance: Encourage employees to take breaks and manage their time effectively.

  • Foster a Supportive Culture: Build a culture where employees feel valued and supported.