Supportive Leadership for Burnout
“Burnout rates are lower in organisations that have effective and supportive leadership and offer flexible workplace arrangements.”
Gordon Parker, Australian Professor UNSW, founder of Black Dog institute and co-author of ‘Burnout: A guide to Identifying Burnout and Pathways to Recovery’
Are you aware of the signs of burnout in your workplace?
Look for signs of exhaustion, a changed attitude, feelings of self doubt and overwhelm.
It's easy in our busy lives to miss these changes.
Sadly, burnout is much more likely to be experienced by the more reliable, dutiful and diligent people and so workplaces are at risk of losing valuable people if these signs are ignored. Especially if they don’t feel that the organisation, particularly their manager, cares.
Replacing workers is costly, both in time and money. The Australia and New Zealand Autonomy of Work Index has found that burnout cost almost $11 billion in 2021. This is due to absenteeism, presenteeism (they are present but not engaged or feel unwell), people leaving workplaces, replacing those people and the loss of productivity during replacement.
Fortunately, most people recover from burnout and the sooner the workplace takes steps to begin change, the quicker the recovery. Having actively caring workplace leadership is one of the strongest ways to ensure a quick recovery.
What early signs do I look for?
Burnout creeps up on a person. Instead of feeling in control and being optimistic about challenges and the future, they begin to focus on what is wrong, especially on factors outside of their control such as the pandemic, floods, the lack of foresight of the organisation and the fact that there are not enough hours in the day to complete tasks.
The clues to watch for are changes in their demeanour and vocabulary from generally being happy and fulfilled at work to feeling overwhelmed, exhausted and unfulfilled, especially after a break.
These include:
Instead of a ‘can-do’ attitude, they will be increasingly using words like “can’t” such as, “I can’t get on top of my work”, “can’t sleep”, “can’t switch off” or “I can’t keep doing this”
A reduced interest in work performance, productivity and becoming easily distracted
Emotional numbness with a lack of empathy, self care, creativity or laughter
Negative comments and frustration towards their work, workplace, management or co-workers
Physical symptoms of exhaustion, sighing, mentioning general aches, tension, shallow breathing, or being more susceptible to illness
How do I approach the topic of burnout?
Rather than telling them you think they have burnout, which is likely to create resistance and shutdown, it is important to simply show you care.
Ask them how they are and when they say “I’m fine”, patiently say, “you don’t seem fine” and wait for them to tell you their honest answer.
If they share how life is for them, this is the time to just listen, agree it must be painful and difficult and thank them for sharing. The greatest gift we can give people is our time to listen with genuine interest and empathy.
This is not the time to offer suggestions or options to change. It is the time to suggest they have a break for a few days to consider what changes need to be made for themselves and the workplace.
If you get more resistance as they fob you off again saying they are okay, be aware that denial is part of the journey for change. Before we can accept change, we need to let go of what we are familiar with, even if it is hurting us.
Respect if they are not ready to talk and know your role is to support them until they are. Finish the conversation by saying something like ”I realise you can't talk about it now and that’s okay. Let’s make another time in a day or two because I want to support you to enjoy your work.”
Whether they share at this time or not, focus on letting them know you care and remind them how valuable they are as a person doing their role. Ensure you organise a follow up discussion and finish with how much they are appreciated as a team member in the workplace.
What if they become emotional, cry, get angry or become unreasonable?
When the person becomes emotional, we are getting closer to their heart and the heart of the cause of burnout. Show more care. Stay respectful when tears or anger are appearing.
First recognised by Elizabeth Kubler Ros, there are five stages we all go through with loss, outlined below. As people with burnout have lost their passion for their work, recognising the phases and knowing that they don't last forever helps us to be patient with the process.
Often we can see the first four stages in one conversation.
Suggestions for change can best be made when the person is in the acceptance phase. This phase is the readiness for change. Leading discussions with questions such as, “what can we do as a workplace to improve? or “how can we support you in the changes you need to make for yourself in self care?”
What changes do I need to make as a leader to support an environment?
Your guiding professional relationship is the most crucial support you can give to yourself and your team, not just the person with burnout symptoms.
Workplace burnout is caused by poor workplace practices. According to Deloittes research, lack of recognition by leaders, unrealistic expectations and poor workplace relationships are the 3 top drivers of burnout.
These can be overcome by focusing on the wellbeing of the people in the workplace by:
Frequent chats with all your direct reports to check in on everyone’s well-being
Commenting positively when you see people taking holiday breaks, leaving work on time rather than staying behind, prioritising their self care along with their work
Leading team discussions on what individuals are doing to manage stress
Encouraging the team to support each other in achieving deadlines
Recognition by the team and leaders of supportive workplace practices
Quickly addressing behaviours that impact negatively such as micromanaging, rudeness, lateness, bullying, lack of respect, negativity and reactive behaviour
By far the most effective way we can support others in the workplace is being a role model by doing what you need to do to care for yourself to be happy, focused and feel fulfilled in your work role. It sends the most powerful message to encourage others to care for themselves and each other.
To sum up your role in leading people through this time of burnout is this great quote from Ted Lasso. “For me, success is not about wins and losses. It’s about helping these young fellas be the best version of themselves. On and off the field.”
