Managers are as susceptible to burnout as team members.

At People Business we know from experience the dedication and passion individuals have for their roles, but we also know that when people have too much on their plate they can become burnt out. In 2019, The World Health Organisation (WHO) recognised ‘burnout’ as an ‘occupational phenomenon’.

What is burnout?

Mentalhealth UK defines burnout as “A state of physical and emotional exhaustion. It can occur when you experience long-term stress in your job, or when you have worked in a physically or emotionally draining role for a long time.”

In the context of the recent pandemic and now a cost-of-living crisis, there’s never been a more important time to draw attention to stress prevention – in the workplace setting.

Managers are as susceptible to burnout as team members

Often the spotlight shines on how managers can help prevent their teams from feeling overwhelmed and burnt out. We’re not disputing the importance of this focus as teams should of course feel supported by those leading them. However, we believe in the power of role-modelling and if a manager is burnt out themselves, they’re not best able to help those around them.

We want to take a moment to highlight the need for managers to first take heed of the positive steps that can help avoid burnout, so they can support their teams through leading by example.

As John Wooden, esteemed American Basketball coach and player said, “Being a role model is the most powerful form of education.”

5 top tips to help prevent stress

So, what should managers be doing to help prevent the build-up of stress which can lead to burnout at work? Here are our 5 top tips.

1. Self-awareness

Take some time to reflect on what might be bringing about your stress/feelings of burnout. Could it be lack of alignment to the work/purpose of the organisation? Or are you under-challenged or over-worked in your role as manager? Make time for reflection – knowing the source of the issue will help you to articulate your needs. Encourage those in your team to make time for self-reflection, so they get into the practice of checking in with themselves.

2. Utilise resources available

As a manager you’ll be aware of the tools/resources your organisation provides, perhaps in the form of wellbeing plans or advice lines – remember the support is there for you too. If those you manage see you utilising the services on offer, they will be more likely to do the same.

3. Reach out and ask for help

In your role as manager, you’ll have many plates to spin – if you have concerns or start to feel overwhelmed speak to a trusted colleague, perhaps a fellow manager and share how you’re feeling, they may well offer some helpful guidance. By doing so you’re showing those you manage it’s ok to reach out and ask for help.

4. Find an outlet

Find something outside of work that provides you with an opportunity to switch off and destress from the task of managing others – whether that’s hitting the gym because you enjoy the buzz of endorphins or reading a book because it’s a chance to silence your mind. Find something that helps you disconnect from your role as manager. Communicate the benefits of time outside of the workplace to your team so they understand the positives that come from having channels that help relieve stress.

5. Take breaks

We know your time is precious but try and block out breaks/lunches in your diary as a reminder to step away from your desk/take a screen break. You can’t help others if you’re in need of rest/haven’t eaten. Role model the benefits of taking breaks and using annual leave so your team do the same.

For more information on encouraging your people to use their annual leave, read our recent blog post – Help your people take holiday.

If you would like to talk to one of our experienced consultants about workplace culture, coaching services or further advice on how to support your employees with stress and burn out, please get in touch at info@peoplebusiness.co.uk.