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Research-based Insights for Leaders: Combating Employee Burnout Get #openaccess article at https://lnkd.in/etwQdjbC In our fast-paced work environments, especially during challenging times, burnout has become a critical issue with significant implications for #leadership. Here are five actionable strategies leaders can adopt to foster a #healthier #workplace: ? 1??Implement Stress Management Programs: Incorporate interventions like cognitive-behavioral training and mindfulness meditation to help employees manage stress effectively and improve their resilience against burnout. 2??Promote Job Crafting: Empower employees to customize their roles to better fit their strengths and interests. This autonomy can lead to increased job satisfaction and a greater sense of control, reducing feelings of burnout. 3??Enhance Social Support Systems: Develop a supportive workplace culture that encourages high-quality relationships and provides emotional and practical support, which is crucial in mitigating the effects of job stress. 4??Involve Employees in Decision-Making: Engage staff in decision-making to make them feel valued and heard. This will enhance their commitment and reduce the potential for burnout. 5??Practice High-Quality Performance Management: Move beyond traditional performance appraisals by setting clear, attainable goals and providing regular, constructive feedback focusing on strengths and growth opportunities. ? These strategies address the issue of burnout and contribute to creating a more engaged, productive, and satisfied workforce. #Leadership #Management #EmployeeWellbeing #BurnoutPrevention #OrganizationalHealth The George Washington University School of Business The George Washington University GWSB Alumni GW Latino Alumni Network AACSB Academy of International Business (AIB) HR Division - Academy of Management Administrative Sciences Association of Canada Africa Academy of Management ANPAD ACEDE (Spanish Academy of Management) British Academy of Management Eastern Academy of Management(EAM) EFMD Global EUROPEAN ACADEMY OF MANAGEMENT EGOS (European Group for Organizational Studies) Iberoamerican Academy of Management International Council for Small Business (ICSB) Indian Academy of Management - INDAM International Association for Chinese Management Research Management Faculty of Color Association (MFCA) MIDWEST ACADEMY OF MANAGEMENT INC Società Italiana di Management The PhD Project The Strategic Management Society Western Academy of Management (Official Site)(WAM) Y?netim Akademisi Derne?i - Turkish Academy of Management

Mindful Monday – Well-Being is an Organizational Priority (Gallup Research) ? Well-being Initiatives Lagging? Here’s What HR Leaders Should Do December 2024, Gallup Well-being at work is a major concern for the C-suite, according to research from?Gallup. Previous research from Gallup indicates that well-being ranked among the top organizational priorities for 2024 for one in four CHROs (23%), following overall mental health and emotional well-being dropping from 2020 to 2023.?? ? Integrate well-being into the manager-employee relationship.?Only 36% of employees say they have talked to their manager or supervisor about their personal well-being, and conversations between coworkers are less frequent (29%).? When employees believe their company cares about their well-being, they are more than four times as likely to be engaged at work, seven times as likely to recommend their organization as a great place to work, 73% less likely to experience burnout, 53% less likely to be actively seeking a job, and 50% more likely to thrive in life, according to Gallup.? Read More: https://lnkd.in/g4JhefVd #mindfulmonday #gallup #data #people #employees #wellbeing #HR #leaders #HRLeaders #burnout #retention #WHEN #WHENIsNow #WHENAdvisor #workers #support #engagedemployee #thrive #life?#happiness #joy #wellbeingintheworkplace #emotionalwellbeing #manageremployeerelationships #LifeCanBeBetter

?? Burnout isn’t about your people—it’s about your culture. When stress goes unchecked, creativity stalls, engagement plummets, and high-performing teams lose their spark. The good news? Burnout is preventable. Help your team thrive by: ? Setting boundaries and modeling work-life balance ? Building a culture of support and recognition ? Addressing workloads and systemic challenges ?? How do you tackle burnout in your workplace? Share your insights below! ?? Read the full article here: https://lnkd.in/gHqMshff #Leadership #WorkplaceCulture #HR

?? STOP Blaming HR for Burnout: Empower Employees to Change Themselves! In today's world, many are experiencing BURNOUT or teetering on its edge. HR MANAGERS are asked to prevent burnout in the company, right? And YOU, as an HR manager, are doing your best. You implement rules and promote work-life balance, you talk to people, and YOU START TO BURN OUT YOURSELF trying to help others. Some of you might be close to panic, figuring out how else to help and what else to do to avoid burnout. But what exactly triggers this feeling? Is it other people, environment, or something else? Often, it's our reaction to others' actions. Your team members need to LEARN how to manage their feelings and actions. You can do everything possible, but nothing will help until THEY START TO CHANGE. They are the ones who must do most of the work. As an HR Manager, CEO, or Department Manager, you should ensure the availability of knowledge. ?? IF THEY LEARN HOW..., THE COMPANY'S SUCCESS WILL SKYROCKET. And you, as an HR manager, will finally be awarded. ?????? I have seen it in my life. After training, the environment changes significantly, and people start to act differently. After a toxic colleague cannot crash others. Everything starts with knowledge and changes in each individual. Companies should STOP BLAMING HR MANAGERS! You cannot change people; people should change themselves. YOU CAN ONLY SUPPORT THEM WITH TRAINING! LET’S TALK AND FIND THE BEST SOLUTIONS TOGETHER, this conversation is free. What can you lose? Nothing! Contact me via LinkedIn, email: [email protected], or website www.tuetmundus-academy.com. #HRManagement #WorkLifeBalance #BurnoutPrevention #Leadership #EmployeeWellbeing #TeamSuccess #ProfessionalDevelopment #EmpowerEmployees #CorporateTraining #MentalHealth #WorkplaceWellness #HR #TuEtMundusAcademy #KarinaJermuss

?? Here's the harsh truth about productivity and engagement that nobody talks about: Casting vision, or expressing the importance of your organization's core values does not move the needle. Believe it or not, a flexible schedule and a higher salary aren't at the top of the list either. But the question every #leader, #manager, and #hrprofessional should ask is… Are your employees truly supported? Poor #productivity, lack of #engagement, attracting candidates, and retaining top talent are the major problems #humanresources professionals face. You’re not just losing people – you’re losing time, money, and energy on hiring and training new hires. Many organizations struggle with a culture that produces stress and burnout. Did you know 80% of employees would leave their current job for one that cares more about their mental health? ?? Nobody wants to be stressed out burned out? ?? Nobody wants a job that negatively affects their mental health ?? Everyone wants to be valued and appreciated ?? Everyone wants to know their organization has their back. Do your employees know that you value their contributions, and appreciate their sacrifices? Sadly, an 8 hour effort for an 8 hour day for 8 hours of pay is not guaranteed. Statistics show that productivity and engagement are an issue. One of the coolest things I offer companies is training on the 5 languages of appreciation in the workplace. I teach organizations how to show appreciation to their employees in an authentic, and personal way. By teaching #leadership principles that make employees feel heard and valued, employees become fully engaged. I help organizations maximize productivity by empowering employees with self-care plans, and effective ways to implement healthy habits. Here’s how YOU can make a difference: 1. Promote Mental Health Awareness: Ensure your employees know that their mental well-being is a priority. 2. Show Genuine Appreciation: Simple acts of kindness and understanding can go a long way. 3. Provide Real Support: Step in when your employees need it most, and let them know you have their back. It’s not just about keeping them – it’s about making them want to stay. I am a #shrm leadership and mental health speaker. I’ve?delivered presentations for the SHRM Foundation and to dozens of SHRM chapters and state councils. I will inspire, engage, and promote change. My audiences are motivated to make healthy changes. Healthy People = Healthy Business DM me if you want to discuss how I can help you support your employees. ?? If you found this post helpful, please repost it with your network. I would be honored and grateful! #hr #humanresources #leadership #employeebenefits #employees

?? Stress, Emotions, and Productivity: Are You Ready to Lead Differently OLUSEGUN MOJEED, Vice President of the Africa HR Confederation, delivered an eye-opening talk at the Africa HR Summit on Managing stress and emotions for productivity and health Some highlights from the insightful presentation: ?? Stress is inevitable, but how you respond defines your well-being. ?? Worries: Act on what’s useful; let go of the rest. ?? Mental health isn’t optional—it’s foundational. Equip managers to address workplace stress effectively. ?? Collaboration matters: Policies to prioritize mental health require effort from governments, employers, and organizations. ?? Emotional intelligence is the secret to stronger teams and empowered leadership. He concluded by a reminder: ?? Remember: Pause, Reset, Recharge. Questions for Leaders: - How do you train managers to recognize and address workplace stress? - What policies are in place to support employee mental health? - When was the last time you truly recharged as a leader? ?? Steven Murenzi, Assoc. CIPD, CSHRP Steven Karangwa Bruno Daniel, SHRM - CP, SPHRi? Jocelyne Uwamahoro, SPHRi Kennedy Okechukwu Dike MCIPM, FSM, LDS Rachel Dumba George Sedky Tarek Dessouki Raj Seeparsad Ahmed Gobir, FCIPM, FNIM, HRPL Ibrahima MBAYE Shamim Nabaggala Walusimbi Nsubuga Emmanuel Otim Denis Derua Dr Lawrence Ndombi Enock Luyenzi, CHRA Alain Samuel TUYISHIME Jane Kalisa Jane Ntunde Issa Djuma MAZIMPAKA MBA-HRM, CHRBP, SPHRi Jean de Dieu Mirukiro, MBA, SPHRi, PHRi, HRCI SME, CHRMA Souleymane Soro Aleck Benson Julius Felister K. Joachim Mkunda Jane Ntunde Bruno Daniel, SHRM - CP, SPHRi? Denis Derua Fred Ouma Thubaytah Kassim TAMRA Dominica Mallya Zahoro Kaguo. MBA, DDI,CIPD UK Jackline Jacob Priscar James Mbise Joyce Henry Wambura Harrieth Mwaimu Simon Salatiel Calton Kimambo

?? Fascinating research reveals: Your personality significantly shapes how you handle workplace stress! Recent studies examining the Big Five personality traits show that we all experience and cope with work pressure differently. It's not just about the workload – it's about who we are as individuals. Key insights: Extroverts often thrive in high-energy, collaborative environments Those high in conscientiousness tend to manage deadlines better People with strong emotional intelligence adapt more effectively to workplace challenges What does this mean for organizations? One size doesn't fit all when it comes to stress management. Smart leaders are now personalizing their approaches to employee well-being, considering individual personality differences when designing support systems and interventions. ?? Pro tip for leaders: Consider personality assessments and emotional intelligence development as part of your wellness strategy. It's not just about reducing stress – it's about helping each person thrive in their own way. Has your organization considered personality differences in their wellness programs? Share your experiences below! #EmotionalIntelligence #WorkplaceWellbeing #Leadership #HR #StressManagement #PersonalDevelopment #Big5 #Personality #Effectiveness #Productivity #Psychology #OccupationalStress

?? HR: If You’re Spinning Your Wheels, It’s Time to Escalate. ?? ?? 98% of HR professionals report experiencing burnout at some level ?? 53% of HR leaders feel overwhelmed ?? 42% of HR teams are grappling with burnout and exhaustion ?? This isn’t HR’s fault. The role of HR has expanded faster than resources, support, and recognition have kept up. HR is now responsible for more than ever before, with greater strategic accountability than ever. At the same time, they face: ?? Continuous change management ?? Increasing talent shortages ?? Emotional strain & compassion fatigue ?? Hybrid work complexities ?? Understaffing, heavier workloads & more responsibility And on top of all that, HR is still expected to fix the same conflicts—over and over again. ?? The executive feud that’s been ‘resolved’ more than once ?? The toxic workplace dispute that keeps resurfacing ?? The high performer behaving badly that no one dares to hold accountable At this stage, your HR team isn’t problem-solving anymore. They’re just surviving. The mental load is heavy. Bias has crept in. And no matter what they try, they can’t get the breakthrough that’s needed. ?? Some issues need an external perspective ?? ? When the problem has outlasted every internal intervention ? When the team is suffering compassion fatigue ? When a repeat offender has been in HR’s office so often that impartiality is no longer possible ? When internal politics are preventing real resolution Referring a high-friction, long-running issue to an external expert isn’t failure—it’s leadership. HR leaders are architects of organisational success—not referees in endless disputes. If your team is stuck in the same exhausting conflict, it’s time to escalate. ?? HR Professionals — what’s the one issue your team is beyond exhausted from dealing with? Let’s talk. ?? HR burnout isn’t a badge of honour. If you’re feeling it (or seeing it in your team), this article is your sign to take it seriously: Renewing Resilience: Addressing Burnout in HR Practitioners - https://lnkd.in/dxpWtHM3 #HRLeadership #HRBurnout #HRStrategy #WorkplaceConflict #Leadership #HRConsulting #FutureOfWork #TalentManagement #HRProfessionals #HRTrends

*Good Morning* ?? HR Learning of the Day *Toxic Positivity* Toxic positivity refers to the excessive and ineffective overgeneralization of a happy, optimistic state across all situations, often ignoring or invalidating authentic human emotions. This concept encourages suppressing negative feelings under the guise of maintaining positivity. While optimism has psychological benefits, toxic positivity can alienate individuals struggling with genuine challenges. The term has roots in modern psychology, emerging as a critique of an overly positive mindset promoted in self-help culture and workplace ideologies. *_Key Features_* _Denial of Authentic Emotions:_ Dismisses or invalidates emotions like sadness, anger, or frustration. _Pressure to Stay Positive:_ Imposes an unrealistic expectation to appear happy all the time. _Suppressive Environment:_ Discourages open discussions about mental health or struggles. _Harmful Narratives:_ Promotes platitudes like "everything happens for a reason" or "just look on the bright side." _Over-simplified Solutions:_ Minimizes complex issues through surface-level advice. *_Implications in HR and Organizations_* _1. Workplace Culture:_ A toxic positivity culture can discourage employees from voicing concerns or reporting workplace stress. Promoting "always positive" messaging can lead to burnout, disengagement, and mistrust in leadership. _2. Mental Health:_ Employees may feel invalidated, leading to emotional exhaustion and decreased job satisfaction. It exacerbates the stigma surrounding mental health issues, as employees may feel compelled to suppress struggles. _3. Conflict Resolution:_ Overemphasis on positivity might neglect genuine issues needing resolution, fostering resentment. _4. Leadership Practices:_ Leaders who practice toxic positivity risk being perceived as out of touch with their teams' realities. Constructive leadership involves acknowledging difficulties while fostering resilience, not denying challenges. _5. Employee Development:_ Focusing solely on "positive vibes" undermines productive feedback and learning opportunities. _*Mitigation Strategies in HR:*_ Encourage authentic emotional expression through safe spaces for employees. Train leaders and managers to balance positivity with empathy and validation. Prioritize mental health programs to address emotions beyond superficial positivity. Promote open communication that values genuine employee experiences. Recognize and reward vulnerability as a strength, fostering trust and connection. Have A Great HR Day ?? #hrword #dailylearning #leaders #managers #trust #vulnerability #toxicpositivity #mentalhealth #employeeexperiences #workplaceculture

?? STOP Blaming HR for Burnout: Empower Employees to Change Themselves! In today's world, many are experiencing BURNOUT or teetering on its edge. HR MANAGERS are asked to prevent burnout in the company, right? And YOU, as an HR manager, are doing your best. You implement rules and promote work-life balance, you talk to people, and YOU START TO BURN OUT YOURSELF trying to help others. Some of you might be close to panic, figuring out how else to help and what else to do to avoid burnout. But what exactly triggers this feeling? Is it other people, environment, or something else? Often, it's our reaction to others' actions. Your team members need to LEARN how to manage their feelings and actions. You can do everything possible, but nothing will help until THEY START TO CHANGE. They are the ones who must do most of the work. As an HR Manager, CEO, or Department Manager, you should ensure the availability of knowledge. ?? IF THEY LEARN HOW..., THE COMPANY'S SUCCESS WILL SKYROCKET. And you, as an HR manager, will finally be awarded. ?????? I have seen it in my life. After training, the environment changes significantly, and people start to act differently. After a toxic colleague cannot crash others. Everything starts with knowledge and changes in each individual. Companies should STOP BLAMING HR MANAGERS! You cannot change people; people should change themselves. YOU CAN ONLY SUPPORT THEM WITH TRAINING! LET’S TALK AND FIND THE BEST SOLUTIONS TOGETHER, this conversation is free. What can you lose? Nothing! Contact me via LinkedIn, email: [email protected], or website www.tuetmundus-academy.com. #HRManagement #WorkLifeBalance #BurnoutPrevention #Leadership #EmployeeWellbeing #TeamSuccess #ProfessionalDevelopment #EmpowerEmployees #CorporateTraining #MentalHealth #WorkplaceWellness #HR #TuEtMundusAcademy #KarinaJermuss