{"id":12837,"date":"2024-06-17T17:20:14","date_gmt":"2024-06-17T21:20:14","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=12837"},"modified":"2024-06-17T17:20:14","modified_gmt":"2024-06-17T21:20:14","slug":"building-resilience-how-leaders-can-prevent-burnout-fix-chronic-stress","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/building-resilience-how-leaders-can-prevent-burnout-fix-chronic-stress\/","title":{"rendered":"Building Resilience: How Leaders Can Prevent Burnout and Fix Chronic Stress"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Chronic stress and burnout are pervasive in the modern workplace. And, while managers might be aware that employees are struggling, few understand the bottom-line costs or what they can do to alleviate workplace pressure and prevent burnout.\u00a0 Defined as \u201cchronic workplace stress that has not been successfully managed,\u201d burnout is a risk for roughly 82% of the global workforce, according to Mercer\u2019s 2024 Global Talent Trends Report. Workforce burnout carries significant consequences, including high turnover. In fact, a recent Fortune report found that nearly 20% of U.S. workers think about quitting their job every day. And that\u2019s not all. Burned out employees are less effective and make more errors in their work. They are also more likely to miss work, disengage, and not give their all. A big cost of burnout comes from lower productivity when workers are not performing their best. Creativity, innovation, and collaboration all suffer when individuals are not engaged. Given the costs and consequences of burnout, it\u2019s in every leader\u2019s best interest to prevent and manage it. What are the signs of burnout? For leaders to effectively identify and address burnout, it\u2019s helpful to understand common signs and symptoms. If an employee is burned out, they might: Feel tired or drained most of the time Take more sick time Have otherwise unexplained physical symptoms such as headaches or stomach pain Lack motivation and\/or find it hard to start working Be uncharacteristically cynical or critical at work Express feeling like a failure or not gaining satisfaction from accomplishments Complain about changes to their diet or sleep patterns Despite these common burnout signs, it may still be hard to recognize, especially since burned out employees can be withdrawn and hesitant to share their feelings. Some organizations conduct regular pulse surveys, going beyond an annual employee engagement survey to collect ongoing data year-round. This can be effective in high-trust cultures, but when psychological safety is low, employees may not be truthful on surveys. To address chronic stress and prevent burnout, it\u2019s critical that leaders listen to their employees. Establishing strong relationships with your employees is paramount to soliciting honest and transparent feedback. How to address burnout Now that you understand the prevalence, signs, and effects of burnout, you\u2019re likely wondering what you can do to prevent or cure it. There are seven key actions leaders can take to boost employee resilience and help them cope with stress. 1) Set realistic goals and regularly reassess. Employee burnout is often caused by overwhelming workload and unclear priorities. Workers simply feel like there is too much on their plate and they don\u2019t know how to manage it. In order to set your direct reports up for success, it\u2019s important to set realistic goals and expectations. Stretch goals are okay from time to time, but if goals are always out of reach, employees are going to feel discouraged and stressed. More than just setting achievable goals, make sure to reassess. Sometimes a once feasible goal turns into an impossible feat given new priorities, unforeseen challenges, or resource constraints. Make sure to revise goals accordingly and communicate new expectations clearly. 2) Encourage folks to take time off and away from work. So many of us take our work home with us, it\u2019s important to carve out time to not think about work at all. When employees take their PTO, workplaces benefit. As a leader, it\u2019s important to not only tell employees to take their PTO, but to model it. Employees learn the \u201cunwritten rules\u201d of the workplace by watching leadership.\u00a0 3) Allow flexible\/hybrid work. Research has shown that hybrid or remote options may be especially advantageous for women of color and other underrepresented groups who experience added pressures to code switch or appear a certain way at work. As much as your company allows, provide your direct reports the freedom to choose what work environment works best for them. 4) Prioritize relationship-building. We already discussed the importance of building relationships between leaders and employees, but it\u2019s equally as important for peers to build relationships within teams. When teams are cohesive and collaborative, employees are able to lean on each other. That means if Joe needs to take a half day to recharge, Sue will step in to cover him. And when Sue needs a sick day off, Joe will return the favor. Building strong teams means everyone is supporting each other.\u00a0 5) Ensure an environment of inclusion and belonging. When people feel like they don\u2019t belong, they are more likely to disengage. Inversely, when employees feel included on their team and in their company, they are more likely to contribute their best work. Everyone wants to feel like their voice is heard and their efforts make an impact. In order to create an inclusive workplace, make sure to implement equitable policies and practices, institute zero-tolerance policies for discrimination, and define clear career trajectories for all employees. 6) Encourage and model self-care. While self-care can\u2019t cure burnout, it can help employees cope with feelings of exhaustion or stress. As with taking PTO, it\u2019s important to not only encourage self-care practices, but to model them. Maybe this looks like taking a walk during your lunch break or dedicating one Friday a month to professional development. Remember, self-care looks different for everyone.\u00a0 7) Provide external resources. Sometimes, helping employees with burnout goes beyond your scope as a leader. In this case, be sure to share wellness resources with your team. If your company has an employee assistance program (EAP) or provides mental health benefits, be sure to remind folks how to access these offerings. Burnout represents a significant threat to the modern workplace, affecting a vast majority of employees and resulting in lower productivity, creativity, and overall job satisfaction. Leaders must recognize burnout as not only a personal health issue but also a critical business concern that demands proactive and compassionate management. Addressing burnout effectively requires a multifaceted approach that focuses not just on the individual, but workplace causes of burnout. It requires consistent effort and attention from leadership. By prioritizing the well-being of their workforce, leaders not only enhance individual performance and satisfaction but also drive the overall success and resilience of their organizations. For personalized help engaging your workforce, consider our robust organizational culture solutions. To learn more, contact us today. Kaela Sosa is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow Kaela on Linkedin to learn more.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">Chronic stress and burnout are pervasive in the modern workplace. And, while managers might be aware that employees are struggling, few understand the bottom-line costs or what they can do to alleviate workplace pressure and prevent burnout.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/www.who.int\/news\/item\/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Defined<\/span><\/a><span style=\"font-weight: 400;\"> as \u201cchronic workplace stress that has not been successfully managed,\u201d burnout is a risk for roughly 82% of the global workforce, according to Mercer\u2019s <\/span><a href=\"https:\/\/www.mercer.com\/campaigns\/people-strategy\/2024-global-talent-trends-report\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">2024 Global Talent Trends Report<\/span><\/a><span style=\"font-weight: 400;\">. Workforce burnout carries significant consequences, including high turnover. In fact, a recent <\/span><a href=\"https:\/\/fortune.com\/2024\/05\/06\/worker-burnout-thinking-quitting-job-daily\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Fortune report<\/span><\/a><span style=\"font-weight: 400;\"> found that nearly 20% of U.S. workers think about quitting their job every day. And that\u2019s not all.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Burned out employees are less effective and <\/span><a href=\"https:\/\/pubmed.ncbi.nlm.nih.gov\/30001832\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">make more errors<\/span><\/a><span style=\"font-weight: 400;\"> in their work. They are also more likely to miss work, disengage, and not give their all. A big cost of burnout comes from <\/span><a href=\"https:\/\/www.workplaceoptions.com\/uk\/wp-content\/uploads\/sites\/21\/2023\/06\/WPO_White-Paper_Tackling-Burnout_A4_Global-English.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">lower productivity<\/span><\/a><span style=\"font-weight: 400;\"> when workers are not performing their best. Creativity, innovation, and collaboration all suffer when individuals are not engaged. Given the costs and consequences of burnout, it\u2019s in every leader\u2019s best interest to prevent and manage it.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-12838 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/06\/pexels-anthonyshkraba-production-8278873-1024x683.jpg\" alt=\"employee sitting at desk feeling overwhelmed and burnout\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/06\/pexels-anthonyshkraba-production-8278873-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/06\/pexels-anthonyshkraba-production-8278873-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/06\/pexels-anthonyshkraba-production-8278873-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/06\/pexels-anthonyshkraba-production-8278873-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/06\/pexels-anthonyshkraba-production-8278873-2048x1365.jpg 2048w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/06\/pexels-anthonyshkraba-production-8278873-600x400.jpg 600w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<h2>What are the signs of burnout?<\/h2>\n<p><span style=\"font-weight: 400;\">For leaders to effectively identify and address burnout, it\u2019s helpful to understand common signs and symptoms. If an employee is burned out, they might:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Feel tired or drained most of the time<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Take more sick time<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have otherwise unexplained physical symptoms such as headaches or stomach pain<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Lack motivation and\/or find it hard to start working<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Be uncharacteristically cynical or critical at work<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Express feeling like a failure or not gaining satisfaction from accomplishments<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Complain about changes to their diet or sleep patterns<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Despite these common burnout signs, it may still be hard to recognize, especially since burned out employees can be withdrawn and hesitant to share their feelings. Some organizations conduct regular pulse surveys, going beyond an annual employee engagement survey to collect ongoing data year-round. This can be effective in high-trust cultures, but when psychological safety is low, employees <\/span><a href=\"https:\/\/fortune.com\/2024\/06\/12\/amazon-employee-satisfaction-survey-connections-scores-criticism\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">may not be truthful on surveys<\/span><\/a><span style=\"font-weight: 400;\">. To address chronic stress and prevent burnout, it\u2019s critical that leaders listen to their employees. Establishing strong relationships with your employees is paramount to soliciting honest and transparent feedback.<\/span><\/p>\n<h2>How to address burnout<\/h2>\n<p><span style=\"font-weight: 400;\">Now that you understand the prevalence, signs, and effects of burnout, you\u2019re likely wondering what you can do to prevent or cure it. There are seven key actions leaders can take to boost employee resilience and help them cope with stress.<\/span><\/p>\n<h3>1) Set realistic goals and regularly reassess.<\/h3>\n<p><span style=\"font-weight: 400;\">Employee burnout is often caused by overwhelming workload and unclear priorities. Workers simply feel like there is too much on their plate and they don\u2019t know how to manage it. In order to set your direct reports up for success, it\u2019s important to set realistic goals and expectations. Stretch goals are okay from time to time, but if goals are always out of reach, employees are going to feel discouraged and stressed. More than just setting achievable goals, make sure to reassess. Sometimes a once feasible goal turns into an impossible feat given new priorities, unforeseen challenges, or resource constraints. Make sure to revise goals accordingly and communicate new expectations clearly.<\/span><\/p>\n<h3>2) Encourage folks to take time off and away from work.<\/h3>\n<p><span style=\"font-weight: 400;\">So many of us take our work home with us, it\u2019s important to carve out time to not think about work at all. When employees <\/span><a href=\"https:\/\/tdmlibrary.thediversitymovement.com\/the-perks-of-pto-time-away-from-work-makes-employees-happier-healthier-and-more-productive\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">take their PTO<\/span><\/a><span style=\"font-weight: 400;\">, workplaces benefit. As a leader, it\u2019s important to not only tell employees to take their PTO, but to model it. Employees learn the \u201cunwritten rules\u201d of the workplace by watching leadership.\u00a0<\/span><\/p>\n<h3>3) Allow flexible\/hybrid work.<\/h3>\n<p><a href=\"https:\/\/hbr.org\/2022\/02\/why-flexible-work-is-essential-to-your-dei-strategy\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Research<\/span><\/a><span style=\"font-weight: 400;\"> has shown that hybrid or remote options may be especially advantageous for women of color and other underrepresented groups who experience added pressures to <\/span><a href=\"https:\/\/tdmlibrary.thediversitymovement.com\/what-is-code-switching\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">code switch<\/span><\/a><span style=\"font-weight: 400;\"> or appear a certain way at work. As much as your company allows, provide your direct reports the freedom to choose what work environment works best for them.<\/span><\/p>\n<h3>4) Prioritize relationship-building.<\/h3>\n<p><span style=\"font-weight: 400;\">We already discussed the importance of building relationships between leaders and employees, but it\u2019s equally as important for peers to build relationships within teams. When teams are cohesive and collaborative, employees are able to lean on each other. That means if Joe needs to take a half day to recharge, Sue will step in to cover him. And when Sue needs a sick day off, Joe will return the favor. Building strong teams means everyone is supporting each other.\u00a0<\/span><\/p>\n<h3>5) Ensure an environment of inclusion and belonging.<\/h3>\n<p><span style=\"font-weight: 400;\">When people feel like they don\u2019t belong, they are more likely to disengage. Inversely, when employees feel included on their team and in their company, they are more likely to contribute their best work. Everyone wants to feel like their voice is heard and their efforts make an impact. In order to create an <\/span><a href=\"https:\/\/tdmlibrary.thediversitymovement.com\/retain-top-talent-8-best-practices-for-increasing-feelings-of-belonging-and-equity\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">inclusive workplace<\/span><\/a><span style=\"font-weight: 400;\">, make sure to implement equitable policies and practices, institute zero-tolerance policies for discrimination, and define clear career trajectories for all employees.<\/span><\/p>\n<h3>6) Encourage and model self-care.<\/h3>\n<p><span style=\"font-weight: 400;\">While self-care can\u2019t cure burnout, it can help employees cope with feelings of exhaustion or stress. As with taking PTO, it\u2019s important to not only encourage self-care practices, but to model them. Maybe this looks like taking a walk during your lunch break or dedicating one Friday a month to professional development. Remember, self-care looks different for everyone.\u00a0<\/span><\/p>\n<h3>7) Provide external resources.<\/h3>\n<p><span style=\"font-weight: 400;\">Sometimes, helping employees with burnout goes beyond your scope as a leader. In this case, be sure to share wellness resources with your team. If your company has an employee assistance program (EAP) or provides mental health benefits, be sure to remind folks how to access these offerings.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Burnout represents a significant threat to the modern workplace, affecting a vast majority of employees and resulting in lower productivity, creativity, and overall job satisfaction. Leaders must recognize burnout as not only a personal health issue but also a critical business concern that demands proactive and compassionate management. Addressing burnout effectively requires a multifaceted approach that focuses not just on the individual, but workplace causes of burnout. It requires consistent effort and attention from leadership. By prioritizing the well-being of their workforce, leaders not only enhance individual performance and satisfaction but also drive the overall success and resilience of their organizations.<\/span><\/p>\n<p><strong>For personalized help engaging your workforce, consider our <a href=\"https:\/\/thediversitymovement.com\/solutions\/employee-engagement-organizational-culture\/\">robust organizational culture solutions<\/a>. To learn more, <a href=\"https:\/\/thediversitymovement.com\/\">contact us<\/a> today.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/team\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><b><i>Kaela Sosa<\/i><\/b><\/a><i><span style=\"font-weight: 400;\"> is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow <\/span><\/i><a href=\"https:\/\/www.linkedin.com\/in\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Kaela<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> on Linkedin to learn more.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Chronic stress and burnout are pervasive in the modern workplace. And, while managers might be aware that employees are struggling, few understand the bottom-line costs or what they can do15<\/p>\n","protected":false},"author":13,"featured_media":12838,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[60,61,62],"tags":[72],"tdm_type":[92],"class_list":["post-12837","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-experience-organizational-culture","category-inclusive-hiring-onboarding-and-retention-strategies","category-inclusive-leadership","tag-mental-health-wellness","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How Leaders Can Prevent Burnout and Fix Chronic Stress<\/title>\n<meta name=\"description\" content=\"Discover effective strategies to manage and prevent burnout, 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