You can tell when workers are burnt out by the looks on their faces and the way they carry themselves. They show signs of exhaustion and have trouble performing at their optimal levels, losing some of that spark they had when they were enthusiastic new hires.
倦怠不仅对员工的福祉产生了大量影响,而且还损害了组织的生产力,最终导致昂贵的营业额。188宝金博网站在文化上,美国办事处开始转移,因为公司意识到他们最好的人需要给予时间和空间来照顾自己。
自我照顾的重要性,因为它与心理健康有关的是越来越重要,公司开始incorporate mental health days进入员工的福利计划。随着就业市场打开千禧一代和Z·工人的门,几代人已经长大的想法,即精神健康是要认真对待的,雇主想要吸引和留市的机会必须适应这些需求。
您可以通过参与这一重要的转变来帮助,并在您的组织内转发。您如何帮助防止员工倦怠?尝试这些提示。

从促进休息开始

就像你采取措施阻止你的孩子在重要的休息时错过,你必须为你的工作人员做同样的事情。显然,你无法检查它们并强迫他们做出良好的选择,但你可以让他们成功,鼓励他们让他们需要睡眠所需的睡眠,这样他们就可以刷新并提醒他们。
采取最重要的步骤之一是确保没有工作相关的通信干扰员工的睡眠。尽管我们的持续连接技术上,但在办公室漫长的一天后,人们才能在下午11点工作,并不意味着他们应该。创造一个带有边界的文化很重要,让人们在一天结束时拔掉,并睡个好觉。
与员工分享工具,以帮助他们将其工作和个人生命分组。鼓励员工在下班后关闭通知,并对办公室文化支持这一目标。
您也可能考虑使用调度更灵活。不是每个人都在相同的睡眠时间表上最佳地运作!允许人们在他们最擅长的时候来上班,可以让每个人都能让生活更幸福,同时潜在地提高性能。
显然,人们履行其工作职责很重要。但是他们真的需要在上午8:30去办公室吗?请记住:您不必在创建午睡房间帮助推广休息!简单,谨慎的步骤将以更便宜的方式做诀窍。

什么时候厌倦疲惫的时候

让人们通过向他们发送一周或一周的家来努力,但由于大多数人力资源专业人士所知,假期和个人日子对于员工的福祉,态度和职业道德至关重要。有时候,你只需要休息一下疲惫,并意识到何时才能恢复退一步,以防止倦怠。
Allowing and even encouraging people to take personal or mental health days during busy times can have an enormous positive impact on their mood and ability to focus. So can encouraging employees to take advantage of the vacation they’re entitled to. During the summer months and around the holidays are great opportunities for longer vacations that help to refresh employees’ mental wellness and enthusiasm.
It’s important to lay a distinction to employees between sick days and mental health days, as they are not the same and offer employees different benefits. A mental health day is for mental rest and relaxation and can be spent in a lot of different ways. A traditional sick day is for physical illnesses. Some companies go a step further by offering specific mental health days.
根据Amy Quarton,助理教师online organizational leadership programat Maryville University, “if used strategically, encouraging the use of mental health days can help employees prevent and cope with job stress. It works by empowering them to make decisions about how they manage stress and the demands of multiple roles. This strategy can also influence people’s perceptions of the organization and its managers by symbolizing care and concern for the employee.”
On a smaller scale, you can create mini-breaks at the office. Organize some in-office activities that get people away from their desks and having a little fun. Around holidays such as Halloween or Christmas, it’s easy to come up with simple and not time-consuming activities that can boost employee morale and encourage employees to take a break from their screens.
尽可能多地破坏压力,并有助于防止员工之间的倦怠并在办公室建造善意。

Nurture a Corporate Culture of Wellness

The truth is that69%的人don’t feel that the organizations they work for take enough steps to address stress and burnout. Clearly, most companies either don’t value a culture of wellness or simply don’t understand how powerful it can be in helping employees to stay happy and healthy.
压力减少计划可以帮助您在办公室的支持性环境中促进促进健康和健康。虽然某些程序确实涉及大量投资,但像有精神卫生专业人员补贴(甚至在现场添加健身房)或雇员会议一样,涉及重大投资,其他人则更容易实施。
简单的手势,如每周提供几次瑜伽级,创造办公室健身挑战,或向所有员工提供精神卫生日会产生差异。不确定对您的团队最有帮助的是什么?问他们反馈!
有时一个简单的对话管理器and employee can bridge the communication gap and make an employee’s wellness feel like a priority. If you’re a manager, sit down with your employees and ask them to speak up if they ever feel like their workload is becoming overwhelming. Share examples in your life and career when you had to ask for help. By showing that you too have suffered from burn out and mental stress, it makes it safer and more comfortable for your employees to speak up if they need it.

倦怠对于不同的人看起来不同

When most people think of employee burnout, they think of an employee who is overworked with their day to day tasks. But burnout can also involve feelings of anxiety when thinking about your goals and future at the company.
It’s essential and a positive flag for a company to set their employees on a path of growth with frequent goal setting objectives. However, some employees might feel overwhelmed with constant reminders of ways they need to grow and change their work patterns.
领导和经理应确保设定不压倒员工的合理和可实现的目标。为员工时间开发自己的工作例程和时间表很重要。为员工提供时间来掌握他们目前正在努力的技能,并在抛出新的任务和目标之前准备接受新的技能。

Think Long-Term When It Comes to EmployeeWellness

如果您真的想减少员工倦怠,重要的是要意识到变化不会过夜。文化慢慢建造。但是,通过将您的健康,压力减少和认可的努力聚焦,您可以帮助您的员工控制并感到平静,更加专注于工作。
“Long-term steps should focus on stress prevention by teaching employees how to proactively manage their mental, physical, and emotional health. Give employees options by implementing a combination of strategies and then encouraging people to use them. Don’t punish employees for using the resources that are available to them,” Quarton says.
2020年,在长期公司的健康和增长的心态上设定了贵公司。优先考虑员工幸福和作为年度目标的保留。员工是制作公司伟大的原因,你不能指望没有员工满意度。

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