Burnout at work: what is the manager’s responsibility?

When a team member’s productivity decreases, the work performed more laxly, and attention is reduced or even mistakes are made, in rare cases, managers blame the employee’s poor motivation or laziness. However, specialists guess that much more serious causes of professional burnout may lie beneath these symptoms.

Gjensidige CEO Marius Jundulas says that it is extremely important for managers to notice the symptoms of employee burnout in time and take the necessary measures. Unfortunately, it is not uncommon for managers to be in a hurry to motivate an employee, exercise more control over such a subordinate, or even impose penalties. All these measures do not give any result, but only deepen the problem of burnout.

It is important for managers to monitor employee well-being

Managers often strive for maximum employee productivity. However, it is also important to see how the assembled team feels, whether it is able to carry out business tasks. The manager’s task is to monitor the employee’s emotional well-being. Therefore, it is necessary to recognize the symptoms of professional burnout and learn to recognize them. If you notice the signs of burnout, you need to help the employee take measures to prevent burnout, give him the opportunity to rest, and find the right balance between work and rest, says M. Jundulas.

Gjensidige CEO Marius Jundulas.

He tells a case of employee burnout, when a diligent and responsible employee becomes apathetic and unwilling to do anything at all. Then, the manager together with the employee will try to come up with a decision to change the workload, give tasks, and then talk not only about the planned work, but also emphasize the team member’s achievements. M. Jundulas advises not to limit yourself to questions about work, but to show that your colleague is not only an employee, but also a professional. it is known that talking alone is not enough, there are many reasons for the burnout problem, they need to be solved.

M. Jundulas says that he draws attention to the three most important aspects that will be important for the prevention of burnout:

1) employee agenda employment; often the agenda is so full that there is no time for breaks, which are necessary; it is important to see in the employee’s time plan the time set aside for yourself, during which you can rest;

2) prioritization; business environment pressures to work quickly, and then all work seems important; it is still necessary to set work priorities, and the manager must help in choosing what is most important and what can be postponed;

3) employee well-being when working remotely; the hybrid work model has not only advantages, but also because it is more difficult for the manager to monitor the employee’s well-being when working remotely; so it is necessary to develop gd to see how people feel, supporting virtual ry.

How to get rid of burnout

Psychologist Inga Bdvytyt says that often, when interest in work disappears, many tend to succumb to simple fatigue, but she points out that such a person’s state of mind can also signal professional burnout.

Psychologist Inga Bdvytyt.

According to the specialist, the manager should give up if the employee’s withdrawal, dedication to the job, losing sight of professional goals, devaluing the client, because they are fed up with everything, low productivity, low productivity.

The psychologist distinguishes three most important features of professional burnout: – emotional exhaustion, when a person no longer has to do what he used to do poorly, when the emotional interest in work disappears;

own loss of value, when what was valuable at work loses value;

– will decrease job satisfaction when the employee thinks there is something wrong with him.

According to psychologists, professional burnout is associated with a long-term working environment that is unfavorable for the employee’s mental health, which can lead to chronic fatigue or exhaustion, negative attitudes towards work or decreased productivity.

Inga Bdvytyt points out that the manager who notices these signs should not be in a hurry to underestimate the employee as a lazy or unmotivated member of the team. It is necessary to provide the person with means of assistance.

What to do if an employee is burnt out

According to psychologists, if an employee notices symptoms of burnout or fatigue lingers for a long time, the manager should take the following steps:

– limitation of work blood;

– rely on division of labor and proper planning;

– create a microclimate favorable to emotional health in the workplace;

– to ensure supportive relations both between the manager and the employee, and in the entire work environment;

– encourage the employee to apply for individual psychological counseling.

A psychologist advises not to give up on a tired employee, because burnout can have very serious consequences for physical health, people can also get depression, experience anxiety disorders, and panic attacks. According to her, burnout harms not only work, but also personal relationships, and can even lead to addictive diseases.

According to I. Bdvytyts, after noticing the symptoms of burnout, it is worth starting to devote more time to your mini-tracking, self-analysis, understanding the approach of fatigue, the requirement to think for yourself and see what is really happening.

Rest alone will not protect against professional burnout, it is necessary to change one’s passion for work, work conditions and extremely high requirements for oneself and work results, says the psychologist.

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