Preventing Burnout Is Now Job One for Bosses

Protecting the bottom line means putting people first.

-  L'OREAL THOMPSON PAYTON

BETWEEN LAYOFFs and hiring freezes and a newfound laser focus on profits and productivity, today’s employees are being asked to do more with fewer resources— a one-way ticket to burnout. As a result, managers are tasked with a seemingly impossible job: motivating their teams while managing them during turbulent times. The key, according to experts, is understanding that investing in empathy is an investment in performance.

“Leadership can be so focused on rallying people around a new goal that they don’t give people space to process, or a chance to ask questions and voice concerns,’ explains Liz

Fosslien, a bestselling author, illustrator, and head of communications and content at Humu, a human resources company. But there are these lingering consequences because people are exhausted.”

In fact, 42% of global workers reported feeling burnout in winter 2022, according to a survey from Future Forum—a 2% increase from the previous quarter and the highest since the survey began in May 2021. But that doesn’t have to be the case for your team.

Creating space for open and honest conversations—whether in person or virtual—is just one way managers can help employees process change, while also setting the team up for future success. Quick and empathetic action is vital to ensure high performers aren't tempted to search for employment elsewhere.

“People assume the primary driver of anxiety in the workplace is layoffs, and they certainly cause a lot of concern,” says Fosslien. We've done research at Humu that shows the biggest driver of anxiety is a complete lack of direction. One key piece of supporting employees during times of uncertainty is to provide clarity where you can.”

Below are seven ways managers can foster stability amid growing workplace anxiety: