There’s a reason Eileen Fisher, founder of a legendary $450 million fashion design business starts every meeting by ringing a bell. And then, strange as this may seem, everyone in the room has a meditative moment of silence.
This simple mindfulness practice has paid off handsomely for her firm. “Giving people that open space,” Fisher explains, “allows them to get in touch with what they’re there for and what matters to them [so they can] show up a little differently.”
Ariana Huffington, another visionary business leader, has experienced burnout first-hand and fully recovered from it. “It was the best thing that ever happened to me,” she says. Her website provides a wealth of science-based burnout prevention resources.
Burnout isn’t just a trendy meme, it’s a serious phenomenon that affects us all
The World Health Organization classified burnout as an official medical diagnosis earlier this year. A recent Gallup Poll surveyed 7,500 full-time employees about burnout and found 23% report feeling burned out at work very often or always, while 63% experience it sometimes. Employees who often or always feel burned out are:
- 63% more likely to take a sick day
- 50% less likely to discuss performance goals with their manager
- 2.6 times more likely to leave their current employer
- 13% are less confident in their performance
Often linked to millennials, burnout can make us miserable at any age doing any job. And take a toll on a company. Yet, it often takes a while to figure out we’re headed towards burnout and so is our staff.
It’s only when we catch ourselves doing things like answering emails at 3:00 a.m., or working late and missing our daughter’s piano recital yet again, reality sets in.
Yes, we’re passionate about what we do, but our unbridled passion can lead us to burnout. So, as leaders, what can we do?
We can remedy the 5 factors that Gallup identified as creating burnout:
1) Unfair treatment at work All of us deserve to feel safe, valued, and supported by our managers. Employees need to be assured that their problems are understood and will be addressed fairly and without bias.
2) An unmanageable workload We often take on as much work as possible to stand out. After a while, this eats away at the time we need to rest and rejuvenate. Our performance and passion begin to decline. Whether this affects us or our direct reports, we must ensure workloads are reasonable and sustainable.
3) Lack of role clarity Consistency is the key here. It is extremely stressful to not have a clear delineation between what is ours to do and not do. New managers often neglect providing this kind of clarity – sapping employee morale and lowering their output as a result.
4) Lack of communication and support from our manager This echoes Factors 1 and 3, but it bears repeating. Employees want to be seen for who they are, not treated as widgets. Support, praise, and mentoring from managers improves performance and helps them find meaningful work that brings them alive while creating value for the organization.
5) Constant and unreasonable time pressure “I want this done yesterday!” We hear this too often in today’s corporate world and it’s a huge cause of burnout. It’s time to resurrect that wise old adage “Haste Makes Waste,” and create reasonable schedules that allow us to succeed.
And don’t forget, leaders, you can experience burnout, too. You have the same human needs – to be heard, to feel like you’re part of a team, to know you matter, to contribute meaningfully, and to learn and grow. When leaders are engaged, employees are more likely to be engaged as well.
Burnout is not inevitable
It’s possible to have a workplace that empowers employees to feel and perform their best and avoid burnout. Focusing on fixing Gallup’s five burnout factors will help you keep burnout to a minimum in your organization.
Further Reading and Resources
Stillness is the Key – Ryan Holiday
Breaking Out of Burnout: How to Overcome Mid-Career Burnout and Come Back Stronger – Rex Baker
Eileen Fisher’s Women Together
Ariana Huffington’s Thrive Global
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