We have pictures of what helps our employees and what can prevent burnout. Problem is that burnout, like appreciation, is a personal things. We have seen companies and CEOs think they are giving great benefits, but they are things no one wants and that won't help reduce burnout of employees or help retain employees.

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Please take a moment to show the positive side. Do you also have 10 things that will? You mention you have a list, but you don't provide that solution. Problems without offering solutions is pointless.

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The best way is to ask your employees, remove barriers and address concerns to root cause issues. Burn out is typically caused by drowning in work, imbalances, broken processes and ultimately not enjoying your work anymore- and that can have many causes.

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Burnout prevention starts at the very top when management leads by example and respects employees’ needs to have a healthy schedule. No amount of infographics with useful tips (that everyone already knows anyway since it’s all the internet is talking about 24/7) will help with burnout prevention.

Leadership very often tends to forget that employees will not fully open up if there’s constant pressure to take this or that meeting or their personal boundaries are not respected when a “leader” asks them to do something while they are on vacation (what’s the point to go on vacation if you’re anxious your boss will text you about something “urgent” and you don’t want to appear as a bad team member.) It’s called “denial.”

Almost every client I’m coaching talks about the difficulty of asserting themselves, setting boundaries because they are simply afraid of retaliation that comes in all sorts of flavors. And these are people who are at all levels in the hierarchy of the org (including c-suite.)

As long as we continue glorifying workaholism, the employees will continue to suffer from burnout.

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I fully agree with this. These are the most common misconceptions regarding burnout. Especially the taking time off then offsetting it with more work will only lead to more problems. Thank you for sharing this. Hope companies avoid these.

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Really clear alignment over priorities is key. When there's always more work than team to do it, aligned clear leadership becomes the most important thing. Throwing more people at a problem won't necessarily work if priorities aren't clear.

Right, this is why it's so important to A) offer a variety of perks and benefits, and B) make sure management really gets to know their direct reports. 1:1s are great opportunities to identify what motivates each employee and what their unique needs/preferences are.

I love how they just list but don't give examples! I love how employers do this but then don't hand them out or follow through!

I think this just solidifes that there isn't a one size fits all approach. Workplaces are different and industry pressure is also variable. There needs to be a clear focus on doing what the employees want and making them a priority rather than random measures

I'm glad someone finally said it! These are only temporary solutions. You feel refreshed for all of 3 days and slowly bur surely drift right back into burnout.

I suggested to my manager last week that we stat doing biweekly checkins with everyone to see how they are handling their workloads and what we can do to help or improve it.

I couldn't agree more. I once worked for a company whose idea to combat burnout was to give the employees gym subscriptions when in reality, no one had the time to go to the gym on top of work and what we really needed was to work less hours in the week.

I'm glad we've finally taken a notice on this. Every one of these are basically just a cover up and are performative solution instead of actually tackling the root cause of burnout.

You couldn't have said this better. All these things that the management suggests won't cure burnout. Burnout is not tiredness. It is tiredness that can be cured. Burnout goes way deeper.

I couldn't agree more. At the end of the day, it all boils down to personal approach. It is a cummulation of so many factors, some of them are from outside the workplace.

This is quite informative. Love that this was made into a graphic that we can share with colleagues. We need to work on this in our company. Thank you so much

11) getting on 🐠 🥣

From an economic perspective, burnout is just a sign that the company has “used up” that particular employee, and it is time to replace that employee with someone fresh.

Burnout is a predictable outcome of the business practices in many companies.

A simple analogy: I have an old water heater that sometimes burns out fuses. It is cheaper to replace the fuses than the water heater. Every few months, I replace the burned out fuses. And I’ll sell my house before I need to actually replace the water heater. With the money I save, I’ll buy a slightly nicer house and the water heater becomes the problem for the next owner.

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