Helping Your Employees Manage Stress and Avoid Burnout
As a result of working through the pandemic, leaders at every level are experiencing increased work-related stress and burnout.
On Wednesday, January 26, 2022, we hosted a roundtable discussion with three thought leaders to learn more on how they’re combatting workforce stress in their organizations.
Tune-in to learn:
- Strategies to effectively help your employees manage uncertainty and stress
- A deeper understanding of the most common risk factors and how to mitigate them
- Tactics to get out in front of employee burnout
- A variety of perspectives to empower you to take action in your own life and organization
Situation Assessment
To get a better understanding of the problem, here are some statistics to set the scene.
The most common workplace factors that are negatively impacting mental health include:
- Emotionally draining work
- Work-life balance challenges
- Lack of recognition
- Poor communication practices
Source: Mind Share 2021 Mental Health Report
Three-quarters (76%) of full-time U.S. workers reported experiencing at least one symptom of a mental health condition – up from 59% in 2019. The most common symptoms were:
- Burnout – 56%
- Depression – 46%
- Anxiety – 40%
Source: Mind Share 2021 Mental Health Report
In 2021, the prevalence of mental health concerns among leaders rose significantly to…
- 82% with Executives
- 78% with C-level leaders
- 71% with Managers
Source: Mind Share 2021 Mental Health Report
Between 2011 and 2030, the cumulative cost related to mental health is predicted to be $16.3 trillion, higher than the estimated cost for cardiovascular disease ($15.6 trillion) and cancer ($8.3 trillion).
Source: American Heart Association, CEO Roundtable: Mental Health — A Workforce Crisis
The majority of surveyed employees (87%) said that they thought actions from their employer would help their mental health including:
- Flexible hours (34%)
- Encouraging employees to take care of their health (32%)
- Encouraging employees to use paid time off (30%)
- Encouraging breaks during the workday (30%)
Source: American Psychological Association
Key Takeaways
Three key takeaways from our panelists include:
Theresa Trietiak of CAP COM Federal Credit Union
Create a proactive communication system
Think about ways you can create an intentional approach and strategic system to communicate with your employees. How can you include a variety of people, across departments? Do you have the infrastructure to take a multi-channel approach? No matter how simple or robust your system is, consistency is the key.
Debra Antonelli of Ecovative
Continue to innovate
Explore creative and innovate ways to support your employees. That could be through support groups, company events, or any other type of activity that actively shows your employees that you care about their mental health and are willing to help them work toward healthier habits.
Chris Fasano of The Better Mental Health Podcast
Think about your transition to and from work
Be mindful of the transition you create going to and from work. This has been made increasingly difficult as people work from home and don’t have their typical commutes to prepare or decompress from the day. Simple ways to build a healthy transition include putting away electronics, getting outside if you can and being more mindful of the speed at which you’re moving.
Your Performance Partner
At Mahoney Performance Institute, we empower leaders to reach and exceed their goals at work and in life.
Being proactive and addressing stress and burnout will help you to increase employee satisfaction, productivity, and retention.
The team at Mahoney Performance Institute offers expertise and customization based on your organization size and industry to accomplish your goals. Get in touch today to learn more.