The Role of Managers in Preventing Burnout

Burnout is a pervasive issue in today’s fast-paced and complex work environment. Managers play a crucial role in preventing employee burnout and fostering a healthy, productive work environment. Gallup has found that employees who feel supported by their managers are significantly less likely to experience burnout. This article is based on Gallup’s research on Employee Burnout and explores effective strategies that managers can implement to prevent burnout and build a more resilient, engaged team.

1. Understanding the Root Causes of Burnout

Burnout results from chronic workplace stress that has not been successfully managed. According to the World Health Organisation, signs of burnout include feelings of exhaustion, increased mental distance from work, and reduced professional efficacy. The primary causes of burnout include: 

• Unfair Treatment at Work: Bias, favouritism, mistreatment by coworker and inconsistent policies can lead to feelings of unfairness, significantly increasing the risk of burnout.

• Unmanageable Workload: When work feels burdensome, difficult to do well or endless, employees feel suffocated and hopeless, leading to higher burnout rates.

• Unclear Communication from Managers: When expectations and responsibilities are unclear, or there is a lack of information employees need to do their jobs effectively, they become frustrated and exhausted.

• Lack of Manager Support: Supportive managers act as a psychological buffer, reducing the likelihood of burnout. On the converse, negligent, absent or condescending manager leaves employees feeling uninformed, alone and defensive.

• Unreasonable Time Pressure: Unrealistic deadlines and time pressures exacerbate stress and burnout. These are often imposed by managers who do not know how long it takes to deliver a high-quality piece of work.

2. Strategies for Managers to Prevent Burnout

• Ensure Fair Treatment:
  • Acknowledge every employee’s contributions.
  • Apply rules and policies consistently.
  • Communicate transparently and regularly.

• Manage Workloads Effectively:
  • Develop a transparent system that captures the amount of work each employee is assigned. Help employees prioritise tasks and redistribute work when necessary.
  • Make it safe for employees to ask for help.
  • Offer flexible work arrangements.

• Communicate Clearly:
  • Regularly discuss responsibilities, performance goals and priorities with employees.
  • Proactively share information, ask questions and encourage employees to share their thoughts.
  • Have regular one-on-one check-in conversations and team meetings.

• Provide Adequate Support:
  • Be fully present for meetings with key stakeholders to demonstrate support.
  • Make time to listen to work-related problems. Be available for informal “quick connects” to address concerns.
  • Recognise employees’ contributions and celebrate achievements.

• Set Realistic Deadlines:
  • Check in with employees on how much time is needed for a piece of work.
  • Offer to reprioritise projects or re-examine deadlines considering employees’ workloads.
  • Recognise employees who step up to work overtime or accomplish tasks under tight deadlines.

3. Leveraging CliftonStrengths® to Prevent Burnout

Employees who have the opportunity to do what they do best are 57% less likely to experience burnout frequently. By focusing on individual talents and strengths, managers can help their employees stay engaged, become less stressed and more effective at work.

• Identify and Develop Strengths: Regularly discuss and develop employees’ natural talents - what energises them and what do they do best?

• Assign Roles based on Strengths: Allow employees to tap into their strengths everyday by guiding them into tasks and partnerships that maximise their natural talents.

• Balance Talent Overdrive and Blind Spots: Help employees manage their dominant talents and address blind spots to prevent overdrive and burnout.

Creating a Thriving Work Environment

A strengths-based approach not only helps prevent burnout but also creates a thriving work environment. When employees are engaged and using their strengths, they are more productive, innovative, and committed. By implementing these strategies, managers can foster a supportive and healthy workplace where employees can thrive.