The always-on culture of today’s working climates is a significant contributing factor of burnout. Demanding workloads, isolated WFH setups, and the technology-induced blurred lines between work and personal lives have added an increased layer of stress to the workplace.

A study conducted by Microsoft in 2019 revealed that 86% of Brits had experienced anxiety due to work pressure that year. This is leading to difficulties in “switching off” from work, (87%) and sleeping (86%), as well as feelings of failure (79%).

Burnout prevention can be achieved by introducing some simple steps. Here are our top five tips:

  1. Increase communication

Let your staff know what support is available for work-related stress. Talking can help highlight key areas of concern and ensure these are addressed before they take full hold.

  1. Educate employees

Ensure that employees are able to recognise and manage stress and deteriorating mental health issues in themselves before things become too difficult to manage.

  1. Introduce a Wellbeing Plan

This tool will help employers to identify what good wellbeing looks like and how to share this with the workforce. Our HR specialists at Tell Jane are here to offer assistance should your Wellbeing Plan need reviewing or implementing. Email hello@telljane.co.uk to find out more.

  1. Encourage employees to turn off

Reinforcing a line between work and private lives will ensure that employees do not reach a level of exhaustion. Work should be restrained to the working day, not taken home, and if these boundaries are not reinforced burnout can easily and quickly take place.

  1. Change the always-on mindset

Changing a mindset is most easily achieved by leadership. Demonstrating an alternative view, proving its accessibility, ease and positive outcomes will inevitably encourage others to follow suit.

The success and wellbeing of people and business go hand in hand. Emboldening people to unplug and spend their time investing in energising activities is an important part of any thriving business. Always-on doesn’t equate to always being productive and, similarly, always-on will not see employees climbing the proverbial ladder.

Ensuring management within the workplace lead by example, understand Wellbeing Plans, HR policies and company ethos will aid mindset changes and create a more motivated, channelled workforce.

Our seasoned HR consultants at Tell Jane are on hand to develop these inclusive policies and plans, providing materials to help communicate all changes and updates throughout the workplace, as well as developing training programmes to enhance leadership skills. Email hello@telljane.co.uk to find out more.

Leave a Reply

Back to top