The views expressed by Entrepreneur contributors are their very own.
As leaders, we wish our team members to shine brightly—reaching their full potential and experiencing achievement—moderately than spiraling into the ambiguous state we call “burnout.”
The World Health ORganisation defines burnout as a state of emotional, physical and mental exhaustion caused by excessive and long-term stress. Although burnout is not officially listed in the DSM-5 (Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition), burnout is recognized as a significant risk to worker well-being and productivity.
While fire is a risk to physical safety, burnout is a risk to psychological safety and organizational success. Here’s how we will apply proven fire safety protocols to minimize the risk of individual and collective burnout in the workplace.
1. Preventing burnout: proactive measures
Identify “ignition sources”
As a leader, you are the provider of attention and cognitive resources to your team. Prevent burnout by adapting to your workload and ensuring that tasks are balanced and realistic. Help team members focus on what they will control and prioritize based on importance moderately than urgency. Encourage regular micro-breaks to reduce the stress response and cultivate a culture of calm. Think of micro-gaps as buffers between flammable materials and potential ignition sources.
Install “fire alarms” and “smoke detectors”
Early detection is key. Implement regular check-ins and surveys to detect signs of burnout. These are your smoke detectors, alerting you to chronic stress and fatigue before they change into debilitating challenges. Companies around the world are using tools like Immunity assessment proactively measuring aspects that contribute to burnout, corresponding to anhedonia, self-criticism, empathy fatigue, and procrastination.
Assign Burnout Safety Officers
Just as you would possibly have fire managers on your team, consider appointing ‘burnout safety officers’. These individuals change into responsible for monitoring and assessing burnout risk. Upskill them with mental health first aid or resilience coach training. A network of passionate coaches builds awareness and actively supports the team.
2. Suppressing burnout: immediate response
Quick interventions
People often forget that help is available when they’re in a downward spiral, so repeatedly promote resources like EAPs, counseling services, mindfulness apps, microhabits, and resilience workshops. These are your fire extinguishers, providing immediate relief and support when stress levels rise. Burnout safety specialists can play a key role in directing people to available resources.
Burnout exercises
Train your team to recognize the signs of burnout and learn the steps to take. Make discussions about mental health a stigma-free aspect of your workplace culture, like regular fire drills. Normalize peer-to-peer check-ins, where team members ask each other questions like, “Are you OK?” and “Do you need support?”
3. Stopping Burnout: Limiting the Damage
Set boundaries and limits
Sometimes sparks of intensity will flare. Then you would like to establish clear work schedules and encourage employees to follow them. Be an example of the behaviors you wish to see in your team – like not texting late at night or being the last one to leave the office. Emphasize the importance of taking vacations and disconnecting from work on weekends. These boundaries are similar to having fire doors and barriers that help stop the spread of a fire.
Project segmentation
Segment large projects or workflows into discrete, manageable pieces of labor. Build redundancy and strive for transparency so that every one team members are clear on responsibilities and expectations. This is very similar to compartmentalizing a building to limit fire damage.
4. Evacuation Plans: Safe Exits
Provide procedures to mitigate burnout
Create clear procedures for employees to rest and recuperate if they experience severe burnout. This could include flexible work arrangements, mental health days, or sabbaticals. Equip employees with tools like resilience assessments or wellness training so they have the tools to rejuvenate and a clear motion plan for returning to work. Tools like ACT — Acceptance and commitment therapy — can significantly speed up the means of recovering from sadness and suffering.
Build support networks
Create support networks inside your organization and encourage employees to share their experiences. A Teams or Slack channel is a good place to start. In my experience of running tons of of resilience workshops, the best leaders often share stories of their very own burnout and subsequent growth, demonstrating vulnerability and authenticity. Be guided by values to help people connect with your purpose and focus on what’s really vital.
5. Post-incident evaluation: learning and improving
Burnout reviews
Use feedback to continually improve your work environment, much like analyzing a fire incident to prevent future occurrences. After burnout occurs, analyze what happened and how to improve your prevention strategy. Show real compassion for the individual and build trust, moderately than simply focusing on the risks associated with productivity and results.
Continuous improvement
Regularly update training programs with the latest research and strategies to prevent burnout. Ensure your organization is adapting to recent challenges and remaining resilient. Share what you’ve learned from burnout reviews and show the way you’re actively working to eliminate potential sources of ignition.
Application
Shining brightly is the optimal state for every worker. This means being engaged, present, motivated and productive. But there’s a nice line between peak performance and burnout.
The above strategies, inspired by fire safety protocols, might help leaders create a workplace where employees thrive. But remember, safety starts at the top, so walk before you talk. This is the secret to the success of any cultural transformation.