Preventing burnout in employees: how is it done?

Any company should be trying its best to prevent burnout syndrome among employees because burnout is a problem for both the worker themselves and the employer. It is a situation that has serious implications for both the mental health of the worker concerned and the functioning of the given team, or even the company as a whole. Here are five things you can do as an HR manager to reduce the risk of burnout in employees.

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Offer employees room for their own initiative and decision making

Burnout is often rooted in frustration and feelings of inferiority. Let your employees know you value their opinions and allow them sufficient decision-making and executive powers so they do not feel like robots without minds of their own.

Enhance a sense of camaraderie

As Change Board states, people work better and cope better with stress if they feel part of one team. Support community feelings in your company through various informal events, team-buildings and other team activities.

Build a just company culture

Nobody should feel isolated at your company. Remove any tendency to discriminate against individuals, groups or people of a certain gender.

Reduce the pressure on employees

The most frequent reason for burnout is excessive pressure on employees. Do not overload workers, do not glorify workaholism and offer employees the opportunity to combine effectively work and personal life.

Praise employees

Appreciating employees is important. That means not only financially, but also just verbally or non-financially. Simply it is necessary publicly to appreciate good work and effort.

 

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Article source Changeboard - a global HR community
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