Here's how you can address burnout and enhance employee productivity in CSR.

The first step in addressing employee burnout is to identify the root causes. For instance, company values that don't align with employees' own values can compromise their motivation to fulfil the company's mission. Dysfunctional workplaces can also cause burnout, leading to confusion because of arbitrary deadlines, a lack of planning, having managers who are almost uncontactable to solve problems, and a sense of always sticking to the 'traditional' way of doing things.

Um dos primeiros sinais de burnout que podem ser percebidos no dia a dia é o desconforto ao interagir com outras pessoas. No ambiente corporativo, isso pode ocorrer ao falar com seu chefe ou colegas de trabalho. Além disso, sentir-se mal, angustiado ou ansioso na noite de domingo, sabendo que no dia seguinte você terá que ir ao trabalho onde n?o se sente bem, é outro indicativo claro de burnout.

Former les managers sur le management des fragilités et vulnérabilités personnelles permet d'identifier suffisamment t?t les situations vécues par les collaborateurs.trices. Qu'elles soient physiques, (maladies, etc) psychiques (risque dépressif, troubles de l'attention, maladies telles que bipolarité...) ou sociales (séparation difficile, deuil, salariés aidants, addictions...). Ces situations si elles ne sont pas traitées peuvent contribuer à un risque d'épuisement professionnel. En reconnaissant et en adressant les signes précoces de stress et de surcharge, les managers peuvent offrir un soutien approprié et des ressources adaptées.

Common indicators include decreased performance, increased absenteeism, emotional exhaustion, and disengagement. For example, if a team member in a corporate sustainability project starts missing deadlines, exhibits a lack of enthusiasm in meetings, and frequently calls in sick, these could be signs of burnout. Managers should be vigilant in identifying these early warning signs through regular check-ins, performance reviews, and open communication channels. Addressing these signs promptly helps in implementing timely interventions, ensuring sustained employee well-being and productivity.

Creating an environment where employees feel safe to express their concerns, challenges, and suggestions can significantly mitigate stress and burnout. For instance, a company can establish regular one-on-one meetings and team forums where employees can discuss workload, mental health, and work-life balance. Encouraging honest conversations allows managers to identify issues early, provide support, and make necessary adjustments to workloads or project timelines. This proactive approach fosters a supportive workplace culture, enhances employee engagement, and ultimately boosts productivity and the effectiveness of CSR initiatives.

Regardless of CSR Team or note (that is a distraction). People are people. Provide them with the means and safe environment to come up with their own solutions to burn out. That will help in the long run. Yes it is good to provide fundamental support through EAP (Employee Assistance Programs) but ultimately you as the leader should be encouraging self-sustenance, not telling employees what they need!

one way is to take steps towards Fostering collaborative approaches to CSR initiatives, where employees can work together towards common goals. Encourage cross-departmental collaboration, team projects, and opportunities for employees to share ideas and insights. Collaboration can foster a sense of camaraderie and collective responsibility.

Flexibility allows employees to manage their work-life balance better, reducing stress and enhancing job satisfaction. For example, a company might offer options such as remote work, flexible hours, or compressed workweeks. This enables employees to tailor their work schedules to their personal needs and peak productivity times. In the context of CSR, where projects often require creativity and collaboration, flexible schedules can lead to more innovative solutions and sustained engagement. By prioritizing flexibility, companies can create a healthier work environment that promotes well-being and productivity.

Flexibility is very important to not just the Employees but also to the CSR project. Most times when a project becomes too rigid without room for adjustments its creates pressure and tension that reduced motivation and productivity across some team members. Not all employees would be able to work effectively and efficiently on a stressful Project for a prolonged period of time. And that's why it's important that employers and team leads pays attention to their team members' all-round well-being by allowing flexible work schedules that would enhance productivity of employees while they work to achieve all the goals and objectives of the project.

Introducing wellness programs is a key strategy to combat burnout and enhance employee productivity. These programs can include activities like yoga sessions, mental health workshops, fitness challenges, and access to counseling services. For example, a company might offer weekly mindfulness meditation sessions to help employees manage stress and maintain focus. By integrating wellness initiatives into the workplace, employees are encouraged to prioritize their health, leading to improved overall well-being. In turn, this results in higher energy levels, better concentration, and increased productivity. Wellness programs demonstrate a company's commitment to its employees' holistic health, fostering a positive and supportive work culture.

it is important to keep open channels of communication and mental awareness programmes for employees to report any burnout and stress .

Ofrecer oportunidades de desarrollo profesional puede reducir el agotamiento, proporcionando una sensación de progresión y renovación. En la RSC, donde los roles pueden parecer estáticos, iniciativas como reuniones de feedback, plan de carreras, programas de formación pueden reavivar la pasión y motivación. Los empleados con una visión clara de su carrera son menos propensos a sentirse estancados y más productivos al trabajar para alcanzar sus objetivos personales y profesionales.

Providing opportunities for professional growth, such as training programs, mentorship, and career advancement paths, helps employees feel valued and motivated. For instance, a company might offer certifications in sustainability practices or sponsor attendance at industry conferences. By investing in employees' skills and career progression, companies can reduce burnout caused by stagnation and lack of direction. This not only boosts morale but also equips employees with the latest knowledge and skills, enhancing their effectiveness in CSR initiatives and contributing to overall organizational success.

My experience is that burnouts do happen when you feel static in your CSR role and nothing works in your favour. And what's the result of these burnouts? Well, it's a lack of motivation and vigour which brings down your productivity. So what's the way out. Let me say that these burnouts can be largely addressed through supportive interventions like taking up an offsite role or pursuing other career development initiatives. Why not attend a training program or go for a site visit now and then? Certainly a changeover to a new environment and exposure to a different thought process can lead to miracles! CSR can perhaps become more exciting if you interact with other career role models and risk takers, that's something to trigger you.

Avant d'adresser le développement de carrière il est essentiel de s'assurer que le.la collaborateur.trice ne soit pas en déficit de compétence. Et ce qui est important c'est la compétence per?ue. S'il ou elle ne se sent pas à la hauteur de son job, le risque est d'aller sur du surinvestissement pour compenser. Avec les évolutions de plus en plus rapides des métiers cette dimension est à investiguer regulierement

This is indeed true. In the csr project team, there are some people who are always overburdened with various works, while some people free rides., this leads to tension to the one who is actually working more than others. Proportionality distributing the works in the team will be a suitable way to overcome such issues, with proper task delivery of weekly and monthly.

Equitably distributing tasks and setting realistic deadlines ensure employees are not overwhelmed. For example, a company might implement a project management system to monitor and allocate workloads effectively, preventing any one team member from being overburdened. Regular check-ins and feedback sessions can help identify any signs of workload imbalance and allow for timely adjustments. By fostering a balanced workload, employees can maintain a healthier work-life balance, remain engaged, and sustain high performance in their CSR initiatives, ultimately leading to better project outcomes and employee satisfaction.

En plus de la charge de travail et son intensité, des éventuelles fragilités personnelles et du déficit de competence il y a d'autres aspects à valider pour limiter le risque d’épuisement professionnel. ? Le risque per?u d’insécurité dans l'emploi. ? La charge émotionnelle de l'activité exercée ? Les éventuels conflits entre les valeurs personnelles et des demandes de la part de l'entreprise ? Les tensions vécues au travail ? Les situations de discrimination ou de harcèlement. Il s'agit souvent d'une combinaison avec la charge, le niveau de compétence et les fragilités. Et il sera utile de former les managers pour qu'ils.elles distinguent ce qui est de l'ordre de la responsabilité de l'entreprise et ce qui est RSE.

Ofrecer espacios de autoconocimiento y reflexión, así como de detección de talentos y vocaciones, permite que las personas reencuentren el sentido en las tareas de RSC que llevan a cabo. Es uno de los modos de recuperar y aumentar la productividad.

Modern life made very difficult to distinguish amongst working hours and leasure hours. Synchronous communication tools like whatsapp put people on the tip of their toes to keep answering work demands; specially from bosses, on a 24/7 frequency; and this is a huge factor in burnout. Companies should create very strong and well designed policy in order to educate emoloyees and leadership to avoid such interactions out of the working hours.