3 Steps Leaders Can Take to Avoid Team Burnout as the Pandemic Continues Don't want to see your teams fatigued? Here's what you can do to support them despite challenging external circumstances.
By Linda Tong
Opinions expressed by BIZ Experiences contributors are their own.
As the pandemic continues to rage, workers around the world are still struggling with feelings of stress and burnout. A recent Microsoft survey of 30,000 people found that 54% of employees are overworked and 39% are exhausted. These concerning stats show little sign of improvement as people's mental health and work/life balance continue to suffer as we face new guidance and updated restrictions due to the evolving nature of this pandemic.
As a leader, I am keenly aware of the effects of burnout on teams and strive to support the people I work with and create an environment where they can flourish, despite even the hardest of circumstances. I'm privileged to be a part of an organization that has worked hard throughout the pandemic to prioritize the mental health and well-being of its workers. Cisco has taken on new initiatives and created new programs in the last 18 months to support its people in their work and personal lives, and while there is always room for improvement, I have seen and experienced firsthand how some of these activities have helped alleviate team burnout.
Based on my own personal experience and what I've witnessed from some of the programs and practices my own company has implemented this year, below are three steps leaders can take to help their teams avoid burnout in the months to come:
Step 1: Set a precedent for wellness by starting with your own
Your team's well-being starts with you and your actions speak louder than words. As part of Cisco's Teams Week, an event created to celebrate, encourage and inspire employees through a variety of motivational speakers, I recently heard Drs. Amelia and Emily Nagoski speak where they discussed the three common components of burnout: depersonalization from work, a decreased sense of accomplishment and emotional exhaustion — all of which are areas we have been vulnerable to experiencing in the last 18 months. They also shared some of the core ways leaders can address burnout not only on their teams, but also for themselves.
Addressing and prioritizing your own personal well-being and mental health will trickle down to your teams as you lead by example.
For myself, I know creating space to prioritize the health of my mind and body has been hugely important. I take the time to work out every morning and also block time to journal and meditate on a daily basis. That way, regardless of how full my day may be, I have taken the time to clear my mind, process my feelings and physically take care of my body so I'm ready to tackle whatever comes.
Related: 9 Ways to Combat Burnout
Step 2: Use technology wisely
As easy as technology can make our lives, fatigue from consistent video calls and over-exposure to technology is very real. It's unlikely this will go away as the future of work is shifting towards a hybrid model, but that doesn't mean our entire day should be consumed by technology. We all need a break from the screen.
This is an area where I'm actively working hard to make improvements and set an example for the people I work with. One thing that has made a big difference for me personally has been setting personal boundaries around phone and laptop usage. I try to go without checking email on the weekends, and during the work week I try to schedule emails so they don't go out until standard working hours. The goal of this being that my teams will then know that their weekends and evenings are protected time where they don't need to feel glued to their screens either.
Related: 4 Hidden Costs of Pandemic Fatigue in the Hybrid Workplace
Step 3: Don't neglect opportunities for career growth
In a previous article for BIZ Experiences, I highlighted the five crucial phases of building a team. In that article, I talked about how playing to your team's strengths is paramount in helping them develop together.
Similarly, McKinsey recently shared a report on the future of the workplace, showing a massive shift as industries adapt to the changes brought by digital transformation. Notably, they wrote, "the scale of workforce transitions set off by Covid-19's influence on labor trends increases the urgency for businesses and policymakers to take steps to support additional training and education programs for workers."
Cisco has made huge investments in this area when it comes to the growth and coaching of its employees to keep them engaged and motivated despite the external challenges in the world around them. With company-wide days off, manager trainings, tuition reimbursement for continued education, and tools that make it easy for employees to check in weekly with their managers, Cisco is leading the charge in how it supports its people. By investing in people's careers, leaders can keep teams feeling excited and supported, which will ultimately drive continued company loyalty and trust. In addition to these programs, I personally take the time to deeply invest in mentorship across my organization.
Team leaders can't always change the anxiety, stress and uncertainty individuals on their teams face every day due to the changing of the world around them. They can, however, integrate motivation, compassion and humanity into their leadership style that will help keep employees feeling supported and balanced so they avoid those feelings of burnout.
Related: How BIZ Experiencess Can Prevent Burnout Among Their Teams
