The term “professional burnout” causes us to treat it all more seriously in the last few years. It would seem, not so long ago the employer could accept the statement of the officer that he “burned out” as laziness, immaturity and unwillingness to make an effort and take responsibility for their professional development and growth of the company. Today, even if the employer is difficult to take such a complaint seriously, the employee may appeal to doctors or even lawyers and to claim the right to rest and restore.
About professional burnout psychologists say, the coaches and the doctors, and professionals looking for signs of emotional and mental exhaustion and usually find them. And although the burn-none of us is immune, experts say that, seen at “an early stage”, it is quite a reversible process. The main thing â€” a common effort of the employer and the employee. Burnout and starts to “SAG” in the motivation, engagement, and normal physical and mental fatigue.
How to understand that the employee has a problem with commitment?
According to research, the first signs of problems with motivation is boredom and confusion of the employee, followed by problems with the alignment of balance between work and personal life and stagnant career development. British managers have recently determined that their subordinates spend a minimum of 5.3 hours per week in the office in a state of boredom. And this figure is higher for large companies: an average of 6.4 hours. But boredom at the problems with the involvement directly affected by inefficient organization of work of the employee and his working hours. The Manager who spends most of the day on unnecessary meetings, quickly begin to lose interest in the work.
Gesamtverband employee is easy to recognize in the team. He rarely achieves professional goals, shows high results and are not particularly concerned about this. From it difficult to get the initiative, he keeps dodging the new duties or responsibilities. It is the employee that half of the day will hold for lunch, smoke break at the next coffee break and it hurts much more often. Not surprising, because he really doesn’t want to physically be in the office. He often shows aggression on the little things, irritable and likes to argue instead of understand the problem.
How to increase employee engagement
All of the above does not mean that the employee is lost for the company or doesn’t want to “get better”. Often he is dissatisfied with his condition, but doesn’t know what to do. Offer him cooperation in solving the problem.
Not always it can be fixed by increasing the remuneration of an employee lost their motivation. Studies show that employee received a new, more interesting and important tasks, able to quickly gain involvement.
Try to determine together with the staff member’s professional plans for the future. In what direction he would like to move? What skills and abilities will help him in this? How he can improve or acquire these skills? Try to include education in its work plan.
Put together achievable goals, determine the actual dates for achieving them. Through the appointed time, meet again, mark the progress of the employee. Each person in the company, regardless of their positions, it is important to feel that it is moving forward, and his supervisor notices his success!
Try to be flexible. Give the employee more freedom in drawing up its working schedule, in the choice task. Make sure how the employee will dispose of this freedom. Big chances that he will revive the spirit, and its results will increase.
Notice the successes and reward them. Sometimes a small bonus can greatly increase the motivation of the employee. It is so important to feel productive and meaningful!
And finally, don’t miss the professional burnout of the employee on a serious stage. Because then it will not be before bonuses and plans, you’ll have to contact the experts, and you for a long time it will “lose”. A simple “hygiene” rest is the basis of occupational health. Regular vacation, a full weekend, nights and real lunch breaks a guarantee that your employee will work in a fun. If you see that the activity of one of the subordinates is fanaticism, be the person who will call him to common sense. We Art2hire themselves often suffer from workaholism, but, observing the studies, trying to change ourselves and advise you to follow our example.