Nilo Health: Mental Health in the Workplace
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EnglishVoice Age
Young Adult (18-35)Accents
North American (Canadian-General) North American (General)Transcript
Note: Transcripts are generated using speech recognition software and may contain errors.
burnout isn't new, but with the pandemic looming over our heads, there are more factors that can lead to it, such as the ongoing uncertainty in our lives blurred boundaries between work and life, or more responsibilities for parents. If you think your team members may be experiencing burnout, the first step is to spot the warning signs. This is imperative for dealing with burnout and preventing it in the future, although symptoms often differ from person to person. Common ones that keep an eye out for include exhaustion, low energy cynicism towards work, low levels of motivation or focus, dreading work, chronic stress, a sudden decrease in productivity, irritability at work, despair, uncharacteristic disengagement, restlessness, a lack of satisfaction and work with remote work likely here to stay. It can be more difficult to understand how your team is doing without being able to see or speak to them in person as often as pre pandemic times. However, there are still other ways to create a safe environment to discuss workplace concerns and burnout. Let's take a look at four options. Schedule one on 1 conversations regularly. While productivity metrics and engagement surveys can be helpful when it comes to getting to the root of what's going on with your team members, it's crucial to check in on how each person is doing in one on one meetings ideally in person, if that's not possible. The next best thing is to schedule a video call. So you can also observe how a team member responds through non verbal communication secondly, don't make assumptions. Burnout can develop over a period of time and symptoms can be difficult to identify as a person's response to it evolves Having a hunch that someone has burned out is not enough. It's important to ask specific questions during the 1-1 meeting, to assess the individual's needs, workload expectations, overall, well being and any other concerns they may have, don't assume that everything is fine or that someone isn't struggling. If they don't tell you directly, third seek support from your organization to deal with the team burnout. Ask your HR team for support and bring up the issue to the person you report to. If that's not possible, learn more by looking at online resources or book anillo session and finally, be honest to yourself, if you're struggling with burnout as a manager, you won't be able to provide the support your team needs. In this case, you have to take care of yourself before you help others. Now that you've learned the common symptoms of burnout and four ways to facilitate more open discussions about it. You can start paying closer attention to your team members and ask questions about how to support them. In the next exercise, you will help your team better understand burnout and assess their own current state of mind at work