7 Ways to Prevent Employee Burnout and Reduce Stress

May 13, 2016 Pete Jansons



Are your employees feeling burned out? There’s a good chance the answer is “yes.”

According to recent CareerBuilder research, 60 percent of employees in small businesses say they feel burned out in their current jobs and nearly a third (31 percent) rate their stress levels as high or extremely high.

If you think these figures don’t affect you, think again. Burnout and stress can lead to low morale, decreased productivity and higher turnover – all of which have a major impact on the bottom line.

Don’t let these unfortunate side effects happen to you. Take control of the situation by reducing your employees’ stress levels and stopping burnout before it happens. Use the following tips:

  1. Check in early, check in often. Have regular one-on-one meetings with your employees to gauge their workloads and stress levels. Ask them what their biggest challenges are right now and how you can help them overcome them.
  2. Match projects to passion. Ask employees if there are particular projects they want to pursue or skills they want to develop and help them work on those projects. The more engaged they are in their work, the less likely they are to feel burned out.
  3. Offer flexible schedules. Your employees may be feeling stressed because they do not feel they have a good work-life balance. If possible, work with them to create a schedule that works for them while enabling them to maintain productivity. This may mean working from home a few times a month, coming in and staying later or earlier than traditional work hours, or providing compressed work weeks.
  4. Recognize your employees. It’s easy to burn out when you don’t feel like anyone notices or cares. Show your employees you appreciate their hard work and talent with gestures of appreciation. From a personalized thank you note or a gift card to free lunch to an extra vacation day.
  5. Create a supportive culture. Make sure your employees have the support they need – both in terms of help and assistance from other colleagues, to providing the resources they need to do their jobs well.
  6. Have an open-door policy. If something is wrong, employees may not feel comfortable coming forward. Let your staff know that they can feel comfortable coming to you with any concerns or frustrations.
  7. Be transparent. Be open and honest about the direction of the company, its mission and its goals. Help employees understand the role they play in achieving them. When they know their work has meaning and is contributing to a larger goal, they will be more engaged.


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