3 Ways to Help Prevent Employee Burnout


With the warm weather upon us, it’s easy to start feeling uninspired at work. For employers, the real danger is when a lack of inspiration turns into full-blown employee burnout.

Employee burnout is typically caused by too much work and not enough pay. While structural changes like increasing pay or adjusting workloads may be difficult, other factors that are easier to address also contribute to employees feeling burned out, including terrible management, workers not feeling connected to the company mission and a bad workplace culture.

Here are a few things to consider when looking to battle burnout this summer.

Turning around bad leadership

Bad supervisors drive burnout and unhappiness, both of which can impact the bottom line. Employers need to make sure their managers understand how bad leadership causes employee burnout, and how that in turn impacts an organization. With the proper training and coaching, ineffective supervisors should be taught how to educate, engage, coach and recognize their employees – preventing burnout in the process.

Connecting staff to the mission

If a company does not connect its employees with its mission, some staff members will work toward one goal while other workers will work in another direction. For instance, administrative workers might be resistant to a software update called for by the IT department, despite the company positioning itself as a state-of-the-art organization. This kind of misalignment can cause your business to lose both the productivity of employees and the actual cost linked with the error.

Senior leaders must set the tone. They must be in charge of ensuring employees’ work is constantly supporting the company mission and vision. When senior management is supporting the mission, it trickles down, with one department knowing how to support another department. This kind of mission-focused coordination works even better when each team and employee knows what their responsibility is and why it’s crucial so they can make proper decisions.

The result of all this coordination and organization is a workforce that all pulls in the same direction, with individuals that are more than just a cog in a machine.

Cultivating a culture

Having an inspiring culture should go hand-in-hand with connecting employees to the company’s mission. Managers need to review the emotional side of their workplace culture and determine if it matches the stated mission of the company. For instance, if the company projects itself as a cutting-edge organization, it should have a culture and employees that embrace change and the latest developments. If there isn’t a strong connection between the mission and the culture, managers need to make changes to the workspace, work schedule, reward structure and anything else to strengthen the bond. Furthermore, managers need to make hiring decisions that bring in people who are a good cultural fit.

At TempsPlus of Paducah, we support managers at our client companies through custom staffing solutions and managed services. Please contact us to learn more about how we can help you combat employee burnout or achieve company goals.

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