A survey of 600 senior business leaders conducted by Care.com found that 84% say workplace burnout is having a negative impact on their ability to hire and retain employees. This is becoming the elephant in the room. Besides the logistical challenges with turnover, consider of the expense!
I spend my days talking with managers about this and while it’s on their minds, there always seems to be something more pressing that takes precedence. What I have learned over time is that there is a three-part solution to this problem:
1) Get back to communicating in a relational way. If we don’t take time to know each other, the workplace becomes devoid of investment and trust. Give people permission to do this through YOUR actions. If you always looked rushed and overwhelmed, they will emulate that behavior. 2) Focus on outcomes rather than tasks. Give them the parameters, the desired outcome and the timeline. Then let them run with it. If they do it differently (and faster) than you, celebrate that!
3) Encourage confidence in critical thinking, especially among emerging contributors. When someone asks a “permission” question like, “I was thinking of doing this. What do you think?” don’t automatically bless it. Toss it back at them by saying, “Tell me about your reasoning.”
If their reasoning is sound, compliment them and add, “There’s really no need for you to check with me on something like this. Just run with it.” If it is not, take the time to work it through. Simply giving them the solution will reinforce the perception that they should check with you any time they are uncertain.
One of the most important things a boss can say to anyone is “I’ve got your back,” and demonstrate it. Mistakes will be made. That’s how they learn. As the old say goes, “Wisdom comes experience. Experience comes from mistakes,” or something like that.
None of this happens overnight. It’s a culture thing. When those around you understand that discerning, critical thinking, taking calculated risks and living with the consequences is expected, they will embrace this approach. So don’t treat it like a corporate initiative. Just begin!
What works for you? We’d all like to know. Put your ideas in the comments below. I’m Bob Wendover