On previous episodes of Insights, we’ve spent a lot of time talking about burnout; what causes it, how to recognize it, and why it’s been more prevalent in recent months. Since it’s probably not going anywhere any time soon, we wanted to take the opportunity to talk about how to avoid it.
Joining us to offer some actionable steps leaders can take is Emplify’s Co-founder and Chief People Officer, Adam Weber.
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[00:00:00] okay. Insights, listeners, Nicole here. And thanks so much for joining me for this week's bite-size insights, empowering people, leaders with best in class information in 10 minutes or less quick reminder that if there's a topic or a question that you want to make sure we address, please submit your firstname.lastname@example.org forward slash questions.
That's E M P L I F y.com/questions. All right. On previous episodes of insights, we've spent a lot of time talking about burnout. What causes it, how to recognize it and why it's been more prevalent in recent months. Well guess what? It's still a thing and it's likely not going anywhere anytime soon.
That's why we wanted to take the opportunity to talk about how to avoid it. Joining us, to offer some actionable steps that leaders can take as amplifies co-founder and chief people. Officer Adam,
[00:01:00] nearly 70% of the entire workforce is burnout right now. And this collective burnout is being caused by things that, that we know it's not just the strain of expectations of work, but it's exacerbated by disorientation, like a lack of role clarity in this new season. It's exacerbated by juggling home life in ways that people never have.
This is my very first day. I worked from home this entire time where my kids are at school. Full-time by the way, this very moment and feeling guilty about taking time off as well is a practical reality. So all of these things start to pile up and you add that into the whole, the whole workforce. For us, we saw this in our own, our own company in our own engagement data.
And. We realized. So we took a period where we took, we moved to a four-day workweek and I shared at what we were doing. It ended up going viral. We had five, I had five and a half million views on my LinkedIn post about why we moved to a four-day work week. But the reason why is because all of us are feeling this, it wasn't about.
Our [00:02:00] company or what we were doing is that everybody, even right now, like we're all burnt out and it's okay. But as leaders, I just wanted to get practical for a second and talk about like what you can do about it. Cause that's what we do. Basically take data, turn it into action is like, As leaders, how can you be in on that conversation with your employees?
Because it is a reality that your employees are facing and they'll face it alone if you don't invite them into that conversation. So some of the things that we've been recommending are things like forced PTO. Uh, flexible or unlimited PTO is, was really popular before COVID it is not, it is not working right now.
We're not seeing that as effective people need permission to take time off and they really need encouraged and like structures in place to take time off. Instituting, no meeting blocks like windows that are for focused, disciplined time and really working on that manager to employee relationship. One small thing we've been recommending is helping companies Institute where the employee will write [00:03:00] down their priorities for the week, share them with the manager and have the manager re rank the priorities.
Because we're all feeling overly strained and it's just aligning on those top two or three critical outcomes can really create a lift for your people.
Thank you for joining this week's bite sized insights. I hope that you learned something new and be sure to submit your feedback at emplify.com/questions.