How to prevent burnout at work

I saw a post recently that said every worker is stressed out by default. I also saw a couple of updates on Sunday evening that said “tomorrow will be stressful”. I had a good laugh over them but in retrospect, I think they are pointers to burnout at their works. Here are some things that I think can help prevent burnout.?

Micromanaging people might be counterproductive?

Some employers and managers like things to be done perfectly and to their specifications. This could give you the results that you want, but you may end up with an unhappy workforce. Every once in a while, people should be allowed to do their jobs without having their breath over their shoulders. If they show that they lack the initiative or composure to get things done, you can guide them through a couple of stages and see how they run through the rest of it.?

In truth, it is harder to experience burnout when you are allowed to take the initiative and use your creativity to get the job done.?

Bring the Human back into Human Resources Management

Some HR personnel has forgotten that they are supposed to be human to manage the human resources. And managing human resources is keeping them at an optimum. When your staff has burnout, productivity will naturally drop even if they put in more hours of work. While there are rules to keep the workforce going, you should know when to make an exception. Relate with the staff, find out what they love about their job and what they would want to be changed.?

Social events can help too

Some workers would never go out to socialize during weekends because all they think they need at that time is rest. But if the organization has an occasional social event outside the office where staff can socialize, the rate of burnouts will reduce.?

Incorporate play into work

It does not make for the best work environment when people come to work and all they do is work. Some workers hardly ever get time to interact with co-workers and embarrassing as this sounds, some people work up to three months in an organization and still do not know the names of their colleagues.?

One method which I have seen work is an informal report session at the end of a week or the beginning of a new week. This does not have to do with people writing long and boring reports. You can just have staff sit in an informal arrangement, and have each person talk about what he covered last week and hopes to cover in the new week. People are of different personality types, and at some point, you will see some staffs lighten the atmosphere with their sense of humor.?