Training Industry Magazine - September/October 2021 - 57

MICHELLE EGGLESTON SCHWARTZ, CPTM
LEARNER
MINDSET
COMBATTING BURNOUT:
THE MANAGER'S ROLE IN REIGNITING
EMPLOYEE ENGAGEMENT
It's a misnomer to think that our
personal life has no bearing on our
work life. Employees face countless
obstacles before starting their workday
- from getting children to school
to transportation issues to juggling
appointments and errands. Seamlessly
disconnecting from a hectic morning
and transitioning into " work mode " is
challenging - if not nearly impossible.
For many employees, personal and
professional priorities are constantly
competing, which can lead to decreased
productivity, increased anxiety and
stress, and ultimately, burnout. However,
the signs of burnout often go unnoticed
in the workplace. With so much hustle
and bustle in day-to-day work - from
emails to meetings to endless tasks
- employees can be on the brink of
burnout without anyone noticing.
IDENTIFYING AND PREVENTING
BURNOUT
Symptoms of burnout can surface in the
form of negativity and cynicism, increased
absenteeism, missed deadlines and
decreased quality of work. Managers play
a critical role in helping employees more
effectively manage their time, set priorities
and handle stress in a positive way.
Many leaders believe that simply
reducing work hours will solve employee
burnout, but according to Gallup
research, this is one of the biggest myths
surrounding burnout. While logical,
hours worked is not the primary source
of burnout. The research suggests
that burnout is attributed to a variety
of
factors, including unmanageable
workload, unclear communication from
managers, lack of manager support
and unreasonable time pressure. All of
which are in a manager's control.
Learning and development has an
opportunity to develop leaders who
advocate for their employees and set them
up for success. Here are a few ways that
managers can provide employees with
a healthy, balanced approach to work.
EMPLOYEES CAN BE
ON THE BRINK OF
BURNOUT WITHOUT
ANYONE NOTICING.
HAVING REGULAR MEETINGS
One-on-one meetings are a great
opportunity for managers to gain clearer
insight into an employee's workload and
challenges the employee may be facing.
Managers should ask specific questions
that can reveal employees' feelings
related to their work. For instance, asking,
" Do you feel confident that you have the
capacity to handle your workload? " can
reveal whether an employee may have
competing priorities or an unmanageable
workload. Equipping managers with
communications skills such as listening,
problem-solving and empathy can enable
more productive conversations.
FINDING BALANCE
After uncovering any potential issues
contributing to burnout, managers need
to identify strategies to help employees
find balance. If an unmanageable
workload is an area of concern, then
managers can consider reassigning
projects to other employees. Ensuring
employees have a variety of tasks that
range in difficulty can help ease pressure.
High performers are often given difficult
projects because their track record
shows that they can execute, but this
tactic can lead to burnout and stress. All
employees need and deserve a chance
to breathe with a variety of assignments.
MAKING TIME TO REFLECT
AND LEARN
Time is a barrier to learning for employees.
Employees need time to learn, and few
employees have the luxury. Managers
must advocate for their employees and
encourage them to block and dedicate
time each week to learning, exploration
and creativity exercises. Stress can stunt
creativity, so managers must stay involved
to ensure their team has the bandwidth to
innovate and maintain a fresh perspective
on work. Having learning resources that
are easily accessible can help learners
embed learning into their workday.
MOVING FORWARD
The pandemic has brought more
awareness to employee burnout and the
need for work-life balance. The good news
is that many organizations are taking active
steps toward creating solutions to help
employees manage anxiety and stress in a
positive way. Managers are a crucial part of
the solution. By providing leaders with the
necessary tools, organizations can reignite
employee engagement and elevate
the performance of all employees.
Michelle Eggleston Schwartz, CPTM, is the
editorial director at Training Industry, Inc.
Email Michelle.
TRAINING INDUSTRY MAGAZINE - PERFORMANCE IMPROVEMENT I WWW.TRAININGINDUSTRY.COM/MAGAZINE
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https://www.trainingindustry.com/magazine/jan-feb-2020/its-time-to-prioritize-learning/ https://www.gallup.com/workplace/288539/employee-burnout-biggest-myth.aspx https://www.trainingindustry.com/magazine
Training Industry Magazine - September/October 2021

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