How are you addressing "burnout" with your employees?
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Chief Supply Chain Officer in Energy and Utilities4 months ago
As a corporation, we offer employees half days on every other Friday, and all Friday's are purposed for administrative purposes, with no meetings unless critical. As a security team, we've worked to build staff, assign responsibilities across tools and processes and we follow a working model that focuses on results - set objectives, achieve those and we concern ourselves less with where employees are working and when, but rather that they are getting the results committed to. VP of Data in Healthcare and Biotech4 months ago
Sharing a few ideas:I remember hearing Simon Sinek talk about 'duvet days' at work -- it's a great concept that I have considered implementing.
Leadership needs to model the behavior -- take the time you need when you need it. Life ebbs and flows. Not everything can be pre-planned.
Check the work backlog and prioritize. Is there a better way? Automation? Delegation? WHY are they burned out?
Invest in learning. Distract your mind and expand your thinking. Reading a book, going to a conference, earning a new badge or certificate are all paths to productivity that also offer your team members a chance to step back. I promise they'll come back with a new perspective.
Set out puzzles so team members will step away and refresh themselves for a minute.
Take your 1:1s outside -- walk and talk. Get out of the office.
Plan offsite brainstorming sessions. Get lunch together. Do anything to break up the monotony.
Fly your remote team members in for strategy sessions or working sessions.
Find hope at the end of the tunnel. If you haven't developed a career path with your team members, do it! And really commit to helping them progress down that path.
It's summertime. Do a popsicle afternoon.
CIO4 months ago
Here are some of the ways we address burnout in our department.-Employee Recognition
-Kudos in emails, weekly departmental newsletter (Bits & Bytes), Monthly meetings, monthly You Rock Award, quarterly G.U.I. Award (Gutsy, Unwavering, Inspirational)
-Check-ins that are about the person and the job
-Making sure the workload isn’t overwhelming
-Making sure that they are ok with outside factors, personal and otherwise
-Making sure they are ok with work/life balance
-Check-ins that are not just behind a desk. AKA walking meetings, or just meeting in a different location besides office
-Promoting the use to PTO and Sick Leave
-If you’re sick stay home
-If you’re on vacation disconnect
-If you are mentally overwhelmed/unwell take a mental health day
-Personal wellbeing is 1st, work is 2nd
-Trying to cut back on meeting lengths and frequency
-Ending meeting 5 min early if possible
-No Meeting Friday
-Other social items/events
-Annual IT “BBQ”
-Holiday events such as White Elephant, potlucks, decorating
-Recognition of Birthdays and Anniversaries
-Sharing personal photos in weekly departmental newsletter (Bits & Bytes)
-Random food days where treats are brought, or lunch is provided
-1 on 1s with CIO with people who aren’t direct reports
-Anniversary meetings
-Regular team check-ins
-Safe atmosphere
-Creating a workplace where people feel they can voice an opinion
-Employees feeling as if they can turn to their supervisor with problems
-Feeling of open communication
-Trickledown: Management practicing what they preach.
-Disconnecting when out of office
-Not sending emails or messages afterhours
-Created the feeling that the recipient needs to work after hours as well
-Can schedule email to go out the next day at beginning of business
-Make sure you mention message does not need to be acknowledged until business hours
VP of Supply Chain in Transportation3 months ago
Adopted a "Flexible" time off program that enables leaders and employees to take time as needed to manage mental health and well-being.