Start a constructive conversation
When you notice your employees change within minutes, you don’t realize what went wrong until you start collaborating — or you have an idea of how to fix it.
If you experience a team-wide problem, have a meeting and open the floor for comments. Is the deadline unrealistic? Need more control over the team’s day-to-day decisions? Are the days too chaotic with meetings? What is the level of sound? Ask questions to start a conversation, but let your team talk most of the time.
“Employees may not have a silver-bullet solution, but they can tell you what’s not working and it’s often very helpful data,” Moss said.
Don’t be afraid to talk about work stress. “Normally, if you or someone on your team has a complete to-do list, someone can take steps to help. By communicating openly the need and availability, the team can keep a vibe on its overall well-being,” writes Suzanne Jupelo at Visual Trello.
If you are not accustomed to using participatory management or flat management style then these meetings can make you feel a little uncomfortable. Information scientist Jeffrey M. By using this strategy, Stanton, PhD says, you are giving your employees at least some influence on how things are going in your company. That feeling of strength may be enough to reduce stress levels.
Limited off-work hours
Our wired world makes endless connection possible. When your team can’t be separated from work, they tend to arrive at work in the morning just as they were tired when they got home.
Start by reviewing your company’s communications policy. If employees are expected to reply to work-related emails and text and phone calls after leaving the office, you are expected to burnout.
“While our constant connection technically allows people to work in the office at 11pm after a long day, that doesn’t mean they should. It’s important to create a culture with boundaries that allows people to unplug at the end of the day and get some sleep,” And management consultant Ryan Ayres.
If you do not have the authority to change the policy, talk to senior management about the benefits. Your advocacy can help others see why unplugging is important to your team — and to the company as a whole.
“When your employees go on vacation and literally unplug, they come back with new ideas and more enthusiasm. If you keep in touch via email, slack or text, you are violating their well-earned vacation time and contributing to the burnout crisis.” Angela Roberts, CEO of US Money Reserve
Chances are, you’ll need a little retraining to reassure your team that you don’t expect 24-hour attention to email. Also, you may need to reinforce those messages when your employees are on vacation.
When one team member is away, look for others who can fill in the blanks. If that method doesn’t work for your organization, consider more radical alternatives. Catherine Cassana writes in Salesforce that some groups close stores altogether, allowing everyone to take a break at the same time. You need to give your employees lots of notice so they can plan ahead, but you don’t have to work without key employees while they are on vacation.