Have you ever experienced burnout? You are not alone!

A recent Gallup study of nearly 7,500 full-time employees found that 23% of employees reported feeling burned out at work very often or always, while an additional 44% reported feeling burned out sometimes. That means about two-thirds of full-time workers experience burnout on the job!

For many employees, burnout has become “just a part of the job,” but have you thought about the high organizational cost of burned-out employees? According to Gallup, burned-out employees are 63% more likely to take a sick day and 2.6 times as likely to be actively seeking a different job. And even if they stay, they typically have 13% lower confidence in their performance and are half as likely to discuss how to approach performance goals with their manager.

Burnout can trigger a downward spiral in individual as well as organizational performance. How do you fix this? Gallup suggests five things managers can do to reduce burnout in their organization.

1. Listen to work-related problems.

The first step in supporting someone is actively listening to and understanding their needs. Gallup finds that employees whose managers are always willing to listen to their work-related problems are 62% less likely to be burned out. You want your employees to trust you and feel that you appreciate them as a person.

2. Encourage teamwork.

It is the manager’s responsibility to create an environment where collaboration and teamwork can thrive.

3. Make everyone’s opinion count.

Employees who feel like their ideas and opinions matter are more likely to feel included. They also will take on more responsibility for their performance.

4. Make work purposeful.

Most people do not work just for a paycheck; they want to know what they are doing every day has a meaning and is important. It is a manager’s job to show their employees that their contributions each day make a difference.

5. Focus on strengths-based feedback and development.

Employees who have the opportunity to do what they do best are 57% less likely to frequently experience burnout. Managers get the best out of their people when they can identify what those people do best, praise them for it, and help them move forward using their talents.

The important thing to remember is that burnout is preventable. You can reverse it by changing how you manage and interact with your employees.

Has your organization taken the CliftonStrengths assessment? If not, reach out to Purple Ink. We can get your team started!