A 2022 survey from McKinsey revealed that 75% of workers have experienced burnout. Surprising or not, the statistic is alarming nonetheless and underscores the urgent need for organizations to take proactive measures to combat this pervasive issue.  

Burnout not only affects individual well-being but also has a ripple effect on team dynamics and overall company performance; workplace burnout can plague organizations. Talented leaders and teams fuel your organization’s success, ensuring that business goals are attained. However, ensuring the health and safety of your leaders is crucial to that overall success, as well. Taking time to acknowledge what workplace burnout looks like and focusing on how to prevent burnout within your teams will only help ensure that success of your people and your organization.

While workplace burnout might not be readily recognizable, here are some tips on how to prevent burnout in your teams, helping to stop the problem before your organization feels the effects it can have on stress levels, work-life imbalance, and other mental health conditions. It’s a challenge that requires thoughtful solutions from leadership at all levels.

Strategies to Prevent Burnout

As a leader, you set the tone in your organization. Destigmatize the topic of mental health by creating an environment where mental health is acknowledged and prioritized. Advocate for mental health resources for employees and encourage their use.

Lead by example by prioritizing your own time and saying no to commitments that stretch your capacity. When doing so, point out why you have said no and encourage your team members to learn and commit to their own boundaries as well.

Recognize and acknowledge that burnout exists in your organization, even if you don’t personally struggle with it. And don’t assume high-performing individuals aren’t struggling—they might have developed coping mechanisms to disguise their struggle.

Encourage individuals to express their concerns with increased workloads and collaborate around how to shift responsibilities to other team members or to future dates to avoid overburdening any one person.

Implement healthy practices into day-to-day operations to address and prevent burnout, such as flexible scheduling, workload check- ins, mental health breaks, shared accountability, and encouraging employees to use their vacation time.

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