And it makes sense—top workers have proven capable and reliable, so extra work or more important responsibilities can be trusted with them. Encourage employees to reach out to you when they are struggling so you can address the issues together. Superstars give their all. According to a study by the University of Cambridge, companies “risk losing some of their most motivated and hard-working employees due to high stress and burnout—a symptom of the “darker side” of workplace engagement.”. Let’s talk about the reasons behind why, and what to do about it (with pictures.) “Engagement is very beneficial to workers and organizations when burnout symptoms are low, but engagement coupled with high burnout symptoms can lead to undesired outcomes including increased intentions to leave an organization. Get feedback from employees to identify gaps in training or opportunities to improve current workflows. Let’s take a look at some of the things you can do though to make sure you are managing your high performer adequately. The trouble is that the person suffering from burnout is often the last to notice that it’s happening. For larger teams or cross-functional and remote teams, it can be difficult for leaders to have clear insight into the work people are doing day-to-day. Irritability Pay attention to these signs so you can reach out to your employees early and address the root issues. Keywords: professional coaching, management coaching, career development, career advancement opportunities, recovering from burnout, work burnout, finding your passion, how to find a career you love, career help, promotion strategy, heather marandola, the high performer coach, high performer coach, executive coaching, corporate bureaucracy Your email address will not be published. Have you checked on your top performers lately? For example, if you want employees to unplug after work, make sure you aren’t answering emails at 10 p.m. For instance, if you would like them to increase their collaboration, ask them how they will demonstrate increased collaboration. Nearly every good employee, at some time or another, has felt the demoralization that comes from being a high performer surrounded by low performers, getting burned out by carrying their load… So managers need to look carefully at high levels of engagement and help those employees who may be headed for burnout, or they risk higher turnover levels and other undesirable outcomes.”. Feedback is one of your most powerful tools as a manager. This gives your team permission to disconnect until they’re on the clock again so they can have a healthier balance between work and home. If you’re a high performer and recovery isn’t an intentional and strategic part of your time and workflow, you’re only damaging your output in the long run. It turns out, your most engaged employees are at high risk of burnout and turnover. I’ve experienced burnout several times in my career. 5. Some of those departures can be directly tracked if the worker says they’re leaving part from feeling overworked. The director told him, “You care about this; you lead it.” Methods: A national sample of U.S. nurses was sent an anonymous, cross-sectional survey in 2016. Burnout thrives in isolation, so make sure you are connecting with your employees regularly for team meetings and one-on-ones. • With the right habits, anyone can dramatically increase results and become a high performer in almost any field of endeavour. It turns out, your most engaged employees are at high risk of burnout and turnover. Burnout. With your wings that shine with sweat, … Pay attention to how you are delegating and balancing workloads across the team. Few and far between, highly prized, and at times difficult to manage, studies have shown that high performers on… If you notice an employee is particularly stressed or tired, give them permission to take a day to recharge. What causes burnout in high performers? Be on the lookout for signs of burnout on your team: These indicators are especially significant because they are so out of character for your top performers. Feedback from your employees allows you to hear directly from your team what is working well and what isn’t so you can get insight into the issues or employees that need attention. One of the best ways to reduce stress and combat burnout among your workforce is to promote a healthy work-life balance. 10 people found this helpful. Pro Tip: Teach your team members the warning signs of burnout too. Feedback from your employees allows you to hear directly from your team what is working well and what isn’t so you can get insight into the issues or employees that need attention. So managers need to look carefully at high levels of engagement and help those employees who may be headed for burnout, or they risk higher turnover levels and other undesirable outcomes.” Pay attention to your people, especially your high performers, for signs of burnout, and use these tips to keep your team happy and healthy. Burnout thrives in isolation, so make sure you are connecting with your employees regularly for team meetings and one-on-ones. Make sure your team is properly staffed to accommodate the amount of work required. Clarify performance goals regularly and revise as needed to meet business requirements. Employee burnout is marked by physical, emotional, or mental exhaustion combined with self-doubts about their competence and the value of their work. Here’s a few ways you can support work-life balance in your office: High employee engagement is a great goal, but it can come with side effects like burnout if managers aren’t careful. Nurses who had burnout were more likely to have been absent 1 or more days in the last month (OR 1.85, 95% CI 1.25-2.72) and have poor work performance (referent: high performer; medium performer, OR 2.68,95% CI 1.82-3.99; poor performer, OR 5.01, 95% CI 3.09-8.14).