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What do you do if your employees are experiencing burnout despite high levels of engagement?

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Burnout is a state of physical, mental and emotional exhaustion caused by chronic stress at work. It can affect anyone, even those who are highly engaged and passionate about their jobs. In fact, some studies suggest that the more engaged employees are, the more vulnerable they are to burnout, because they tend to invest more energy and effort into their work. If you notice that your employees are showing signs of burnout, such as low productivity, low morale, absenteeism, cynicism, irritability, or health problems, you need to take action to prevent further damage to their well-being and performance. Here are some steps you can take as a training and development professional to help your employees cope with burnout and restore their motivation and enthusiasm.

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Kunal Srivastava

Learning & Leadership Development @ Accenture | On a mission to help people become their best version | Passionate…

1 Assess the causes

The first step is to identify the sources of stress and dissatisfaction that are contributing to your employees' burnout. You can use surveys, interviews, focus groups, or other methods to gather feedback from your employees about their work environment, workload, expectations, resources, support, recognition, and autonomy. You can also analyze data on key performance indicators, such as turnover, retention, engagement, satisfaction, and quality. By understanding the root causes of burnout, you can design more effective solutions and interventions.

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Solomon Apam

Founder & CEO @ KS Health and Safety Consult | HSE Specialist | Community Development Advocate | Climate Action Leader | Capacity Building Expert | |YALI Alumini| |Health and Safety Trainer| |RN| AI Enthusiasts|
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Reassess Workload: Review each employee's workload and responsibilities to ensure they are manageable and aligned with their capacity. Redistribute tasks if necessary and prioritize projects to prevent overload.

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2 Provide training and coaching

The second step is to provide your employees with training and coaching opportunities that can help them develop the skills and strategies to manage stress, cope with challenges, and balance their work and personal lives. You can offer workshops, webinars, e-learning courses, or other formats that cover topics such as time management, prioritization, communication, conflict resolution, resilience, mindfulness, self-care, and wellness. You can also assign coaches, mentors, or peers who can support your employees with personalized guidance, feedback, and encouragement.

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Andrea Smith

Elevating engagement, retention and promotion of female talent within organizations by empowering the individual to step into their power, purpose and potential and thrive #WomenInBusiness #empoweringwomen
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Training and coaching are essential strategies to prevent burnout. By providing employees with the necessary skills, knowledge, and support, organizations can help individuals effectively manage their workload, set boundaries, and prioritize self-care. Training programs educate employees about stress management techniques, time management skills, and effective communication strategies. In addition to training and coaching, organizations can promote work-life balance, recognize achievements, create a positive work environment, provide stress management resources, and encourage self-care to prevent burnout and foster a healthier work environment.

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3 Adjust work conditions

The third step is to adjust the work conditions and expectations that are causing or exacerbating your employees' burnout. You can review and revise the roles, responsibilities, goals, and deadlines of your employees to ensure that they are clear, realistic, and aligned with their strengths and interests. You can also provide more flexibility and autonomy to your employees to allow them to work in ways that suit their preferences and needs. You can also increase the resources and support available to your employees, such as technology, equipment, tools, information, feedback, and assistance.

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Kunal Srivastava

Learning & Leadership Development @ Accenture | On a mission to help people become their best version | Passionate about HR
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Engagement is not always the answer. Following are few of the things which are absolutely vital to tackle this: -> Flexible working conditions. -> Employee-centric policies. -> An ecosystem of psychological safety. Feeling heard, being respected and taken care of. -> Mental Wellness Initiatives / An effective EAP. -> Transparent and frequent communication from Leadership and Managers to address the uncertainty employees experience in the post-covid world - in and around work. -> A strong R&R mechanism. -> Employee being able to visualize their potential career trajectory. -> Empowering employees to ensure their financial well-being.

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Solomon Apam

Founder & CEO @ KS Health and Safety Consult | HSE Specialist | Community Development Advocate | Climate Action Leader | Capacity Building Expert | |YALI Alumini| |Health and Safety Trainer| |RN| AI Enthusiasts|
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Encourage Time: Promote a healthy work-life balance by encouraging employees to take regular breaks, vacations, and time off. Lead by example and demonstrate the importance of unplugging from work to recharge.

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4 Recognize and reward

The fourth step is to recognize and reward your employees for their efforts and achievements, and to show them that you value and appreciate their work. You can use formal and informal methods to express your gratitude and praise, such as thank-you notes, certificates, awards, bonuses, or public announcements. You can also create opportunities for your employees to celebrate their successes and milestones, such as parties, outings, or special events. You can also solicit feedback from your employees about what types of recognition and rewards they prefer and find meaningful.

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5 Promote engagement and well-being

The fifth step is to promote a culture of engagement and well-being in your organization, where your employees feel connected, inspired, and fulfilled by their work. You can foster a sense of purpose and vision among your employees by communicating the mission, values, and goals of your organization, and by showing them how their work contributes to the bigger picture. You can also encourage a sense of belonging and community among your employees by facilitating teamwork, collaboration, and social interaction. You can also support a sense of growth and learning among your employees by providing them with opportunities to develop their skills, knowledge, and career paths.

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Solomon Apam

Founder & CEO @ KS Health and Safety Consult | HSE Specialist | Community Development Advocate | Climate Action Leader | Capacity Building Expert | |YALI Alumini| |Health and Safety Trainer| |RN| AI Enthusiasts|
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Provide Resources for Stress Management: Offer resources such as counseling services, mindfulness training, or workshops on stress management techniques to help employees cope with the demands of their roles effectively.

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6 Monitor and evaluate

The sixth step is to monitor and evaluate the impact of your actions and interventions on your employees' burnout levels, engagement levels, and performance outcomes. You can use the same methods and data that you used to assess the causes of burnout, such as surveys, interviews, focus groups, or key performance indicators, to measure the changes and improvements that have occurred. You can also solicit feedback from your employees about their satisfaction and suggestions for further improvement. By monitoring and evaluating your results, you can identify what works and what doesn't, and adjust your strategies accordingly.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Solomon Apam

Founder & CEO @ KS Health and Safety Consult | HSE Specialist | Community Development Advocate | Climate Action Leader | Capacity Building Expert | |YALI Alumini| |Health and Safety Trainer| |RN| AI Enthusiasts|
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Foster Open Communication: Create a culture where employees feel comfortable expressing their concerns and discussing workload challenges openly. Encourage managers to have regular check-ins with their teams to identify early signs of burnout and address issues promptly. Offer Support and Recognition: Show appreciation for employees' hard work and dedication by recognizing their achievements and contributions. Provide support through mentorship, professional development opportunities, and flexible work arrangements to help them succeed without sacrificing their well-being.

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What do you do if your employees are experiencing burnout despite high levels of engagement?

1

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3

4

5

6

7

1 Assess the causes

2 Provide training and coaching

3 Adjust work conditions

4 Recognize and reward

5 Promote engagement and well-being

6 Monitor and evaluate

7 Here’s what else to consider

Training & Development

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What do you do if your employees are experiencing burnout despite high levels of engagement?

1

2

3

4

5

6

7

1 Assess the causes

2 Provide training and coaching

3 Adjust work conditions

4 Recognize and reward

5 Promote engagement and well-being

6 Monitor and evaluate

7 Here’s what else to consider

Training & Development

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