01/ 11/ 2005
by Tamara E. Holmes
As a small-business owner, one of the biggest challenges you'll likely face is keeping employees from feeling burned out.
One of the main causes of burnout is the negative stress that often accompanies the feeling of being overworked. It manifests itself as a feeling of listlessness, sluggishness and disinterest in work that can lead employees to be less productive or even to look for a new job.
If you don't want to spend the time and energy finding and training new staff, it pays to pay attention to signs of burnout and make an effort to stop employee burnout in its tracks.
One of the most surefire signs of burnout is attitude. If employees who used to smile and laugh no longer seem happy at work, something might be wrong. Also, employees that used to get along with others, but suddenly start staying to themselves, may be suffering from burnout.
Of course, personal stresses may be contributing to your employees' moods, but if things don't change over a short period of time, the work environment may be the culprit.
An increase in work-related complaints from an employee is another sign of burnout, as is productivity that suddenly decreases in quality or quantity. If an employee used to volunteer for special work-related committees or used to contribute a lot of business ideas and he or she suddenly stops, that's another sign that you might want to pay closer attention.
Finally, frequent absences can indicate that an employee does not want to be in the work environment and may even be looking for a job.
Even if you've noticed all of these signs, there are things that you can do as an employer to try to alleviate burnout before your staff seeks employment elsewhere.
One way is by adding new responsibilities and challenges to employees' job descriptions. There is a level of boredom that comes with being able to do a job in one's sleep. By mixing things up a bit, you can keep your employees learning new things and stimulate their minds. Even if you can't offer your employees more money, a change in responsibilities could enhance their self-esteem and give them the emotional boost they need.
Another way to prevent employee burnout is to give them the opportunity to apply for different jobs in the organization. Rather than immediately posting the "Help Wanted" sign, ask your current employees if they would be interested in being retrained and learning a new skill. You can then hire someone to take your current employee's job, which gives that employee the opportunity to train someone else.
If you can't offer an employee a new position, you might be able to re-spark interest by assigning a special project. If employees are chosen to be on a committee charged with analyzing a business proposition or planning an event, they might feel like you trust and value their opinions, which may then boost their commitment to the company.
It might not seem like much, but a “thank you” can go a long way. Make sure your employees know they are appreciated. If they feel like they're being recognized for their hard work, they are less likely to feel burned out.
Finally, create an environment that lets employees buy in to the day-to-day progress of the business. If employees feel like they're not a part of things, they may worry about layoffs or wonder if their jobs are secure. But if you let them know how the business is going and make them feel a part of things, they won't experience the stress of uncertainty, and they are more likely to take an interest in the success of the business.
Such interest on the part of your employees creates a win-win situation for everybody.
