When it comes to employee burnout; prevention is better than cure

 

burnout4

Employees have to be fresh in the mind, motivated and energetic if they have to be productive. Employees whose talents are recognized by the organization are more fired up about their job. They are likely to be more innovative, more creative and more loyal.

On the other hand, pressurizing the employees and stretching them beyond the point of their endurance threshold leads to burnout. In fast paced work environments in which everything needs to be accomplished at short notice under quick deadlines, employees are constantly under pressure. Employee burnout is a major issue for organizations.

When the focus is only on accomplishing the goals within the set deadline and on nothing else, all the energies that the employees expect to put on their creative fulfillment get diverted towards meeting task requirements and completing them within deadlines.

Organizations that are under pressure to have work completed from their employees, because they face stiff competition devote a lot lesser time to employee development and wellbeing than they should be doing. As a result of too much pressure all the time, employees experience and display these typical symptoms of burnout among many others:

  • Feeling edgy and tense at work
  • Getting upset at the smallest of provocations
  • Coming late to office
  • Feeling sick
  • Become more and more petulant
  • Experiencing low drive at work
  • Feeling no pride or happiness at engaging in their work

Employees facing burnout are detrimental to organizations

Employee burnout is a serious issue for organizations because they end up losing their star performers.  Highly talented workers need to be given a variety of challenging tasks from time to time; failing which they can get bored very fast and can burn out quickly.

Is there a particular class or section of the workforce that is more prone to burnouts? Statista.com found out during a survey it carried out in 2015 that the Millennials are most likely to be stressed to a point of experiencing burnout. This class of employees was followed closely by those of Gen X.

This is a serious piece of statistics for the American economy, because it is estimated that the Millennials will make up about half of the entire American workforce by 2020. When such a major emerging workforce is already feeling burnt out; it means that something needs to be done urgently about burnout at the workplace.

If this is bad news; the worse news is that while the Millennials and the Gen-Xers are the most vulnerable to employee burnout; they are by no means the only ones. Other employee groups are not far behind.

Understand the ways of dealing with employee burnout

How do organizations deal with such a major issue as employee burnout? This is the topic a highly valuable and pertinent webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be offering. Jan Triplett, who is the CEO of the internationally recognized Business Success Center and is an entrepreneur, author, speaker and small business activist, as well as a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker at this webinar.

To benefit from the experience that Jan brings into this topic, please register for this webinar by visiting TrainHR

 

Early recognition is important

The key to dealing with employee burnout is to take recourse to the old adage, “prevention is better than cure”. It is easier and much more sensible to prevent employee burnout than to deal with it once it actually seeps in. It is thus important for everyone concerned, such as leaders, managers, HRs and others related to employee wellbeing, to recognize the signs of employee burnout early enough to spot it and take early preemptive action than to allow it to grow and become a full-blown problem that comes in the way of employees’ work life and personal lives.

Jan will highlight how to recognize the early warning signs of employee burnout. She will suggest not only how to deal with employees who are prone to burnout and the ways of dealing with it; she will also show how to see the signs in one’s own self and take remedial actions. She will cover the following areas at this webinar:

  • What research tells us about who is at risk and why
  • Creating a company Burnout Plan that includes identification, addressing burnout, and prevention procedures
  • Implementing the Plan – timeline, expected results, budget management
  • Getting “buy in” from the top to the bottom of the organization
  • Tracking and Evaluating the Plan
  • Adjusting the Plan.

 

https://www.officevibe.com/blog/dealing-with-employee-burnout

http://www.moneycrashers.com/tips-deal-employee-burnout-manager-business/

https://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf

Are you a leader or a manager?

leader-a-manager

The debate about the differences between leadership and managerial ability is perhaps as old as the time these two qualities came to be identified. There is a lot of discussion about what leadership and management are, which of these is more suited for organizations, whether one of these is born and the other made, and so on.

Managers carry out the task assigned to them in an efficient, methodical manner. They go by the set processes and rules. A leader, on the other hand, leads by example. She is an intuitive person who thinks of out-of-the-box solutions to problems. She is rarely bound by the rules and lessons offered in management books.

This quote by Stephen Covey: “Effective leadership is putting first things first. Effective management is discipline, carrying it out”, sums up the difference between leadership and managerial abilities succinctly.

Further, few quotes about leadership and management perhaps give added perspectives on the differences between leadership and management:

  • You manage things; you lead people – Rear Admiral Grace Murray Hopper
  • People ask the difference between a leader and a boss. The leader leads, and the boss drives – Theodore Roosevelt
  • Management is doing things right; leadership is doing the right things – Peter Drucker
  • Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall – Stephen R. Covey.

Despite the differences, an organization needs both

The differences between management and leadership are more pronounced when it comes to taking crucial decisions. A leader uses her intuition and takes decisions that are in the best interests of the organization and the people who get affected by the decision-making. A manager is important for carrying out the leader’s vision. In this sense, it is said that the role of the leader is strategic, while that of the manager is tactical.

Despite the numerous differences between the two qualities, both leadership and management are necessary and important for an organization. An organization needs both leadership and management if it has to carve out its path to success and progress. For the organization to be successful, both leadership and management have to collaborate and synergize. This blend is particularly useful in today’s global organizations, where the challenges are more varied and complex. There is a lot that is interesting to learn about the nature of the relationship and differences between leadership and management.

Lively learning session on leadership vs. management

So, for any organization, the point at which management and leadership converge and the extent to which they do so is very important. This is the topic of an interesting learning session from TrainHR, a highly popular provider of professional trainings for the human resources industry. At this webinar, Valerie Pelan, President of Integrated Focus, who provides her corporate clients with a strategic and global perspective that combines her business experience working in Fortune 100 companies and her experience as an entrepreneur, will be the speaker.

This session will take up the topic of leadership vs. management in depth. Valerie will explore the topic as it relates to organizations. To enroll for this highly absorbing session on leadership and management, please visit http://www.trainhr.com/control/w_product/~product_id=701696?wordpress-seo . This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Questions for judging leadership vs. management skills

At this session, Valerie will take up for discussion all the specific topics that enhance leaders and managers style, such as the following:

  • How consistent are you in your actions and decision-making processes?
  • What level of credibility do you hold in the context of your role?
  • How well do you use effective communication to build confidence and reassurance within your team?
  • People are attracted to leaders who “walk the talk”-are you that type of leader or manager?

This session is highly useful for professionals such as Managers, Leaders, HR Managers and Hiring Managers.  In dealing with the differences between leadership and management; Valerie will cover the following areas at this webinar, which will help participants decide whether they are managers or leaders:

  • Lead by example
  • Recognize individual differences
  • Match people to jobs
  • Tailor rewards to individuals and link rewards directly to performance or goal
  • Check for fairness and equity among performers
  • Practice open communication
  • Allow for individual differences but recognize performance and achievement.

https://www.trainhr.com/control/leadership-development-trainings-program-best-practices