If there were a uniform solution for burnout prevention, then IT recruiters would be the first to share it with you. However, we can tell you that managers can be the best defensive line in preventing it. Since employee burnout can be detrimental to employees’ health, happiness, and productivity, it’s something that organizations need to become more aware of. Here are some reasons why it’s so common, along with how managers can help prevent employee burnout.
What Drives Workplace Burnout?
Increased work demands, driven leadership styles, and continual disruption in workplaces are among the most common causes of employee burnout. Employees today are constantly connected to work by mobile technology, whether they are at home or taking a vacation. Plus, many organizations promote pace-setting management styles that aren’t sustainable. Executives that prioritize heavy workloads over employee well-being are driving burnout rates even higher.
Employees continue to express their desire to work for empathetic managers that are patient and supportive of their fears now. A common misconception is that employee burnout is only a personal issue. The truth is that it’s a much broader organizational challenge that can stem from excessive collaboration, weak time-management routines, and overloading top performers with too much work.
Employee Burnout Management Strategies
If you want to be successful, then employee burnout is a problem you can’t afford to overlook. It leads to physical and psychological issues that cost companies billions of dollars annually. Fortunately, it can be fixed or even avoided with these employee burnout management strategies:
- Leaders need to listen to the work-related problems of their employees. Be proactive and help employees feel comfortable raising these issues by having quick discussions weekly.
- Managers need to promote workplace collaboration. Prioritize teamwork so that employees learn and grow together.
- Always focus on the strengths of employees. Recruiters can help you find the best candidates that are the right fit for cybersecurity careers. Then, managers can focus on improving employee engagement.
- Show employees that their work is making a difference in the world. Paying a competitive salary is a good place to start, but it’s not always enough to prevent burnout anymore.
You have to understand the root causes of employee burnout before you can prevent it. In most cases, it’s being caused by managers that simply lack empathy. For instance, it doesn’t cost leaders anything to just listen to their employees’ workplace concerns. Employee burnout is significantly less in organizations that prioritize teamwork, too.
Finally, consider the connection between improving employee engagement and reducing workplace burnout. Ensure that employees feel a sense of purpose when they are working for you.
Are you a hiring manager in need of infrastructure, cybersecurity, or InfoSec talent?
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