BURNOUT —Ask Janea —Groundhog Day

BURNOUT—Ask Janea

—HR in Out of Home—Got people problems?  Let’s solve them together!

by Janea S. McDonald, PhD, PHR, SHRM-CP
janea@edgehrconsulting.com  www.edgehrconsulting.com

Question from a Reader Like You: 

This week we have another question from a reader – this time an employee and not someone who manages others.  I’m responding to the question but also giving information on how managers / organizations can notice and manage burnout.

Q: Dear Janea, I’m burned out. I started working for a billboard company almost 6 years ago. For most of my working life, I’ve worked in advertising of some sort, but I was new to billboards when I started with this company. Maybe because I was new to billboards and had to learn all about them, I was really engaged for the first couple of years. Once I got the hang of things, I guess I started paying more attention to how the company operates and how it treats its employees. While my pay is fair I don’t have any room for advancement in this company. I don’t think anyone has gotten a performance bonus since I started working here. I just feel stuck in that movie Groundhog Day. Is there any advice you can give me that might help me deal with my situation? Thanks!

A: Thank you for reaching out and sharing your concerns with me. It sounds like you’ve been doing a lot of deep reflection on your role and the direction your career is headed. Feeling stuck and burned out can certainly be challenging, especially when you’re not seeing opportunities for growth or recognition in the way you’d hoped.

I want to acknowledge your commitment to the company and the valuable experience you’ve gained over the past six years. Your dedication to learning about the billboard industry and giving your best is appreciated, even if it hasn’t felt as fulfilling as it once did.

In terms of advice, I suggest considering the following:

1. Clarifying Your Career Goals: Sometimes, feeling stuck can be a result of not clearly defining what you want from your work. Taking some time to reflect on your long-term career goals and the skills you’d like to develop can provide clarity and help guide your next steps.
2. Seeking New Challenges: If you feel like your current role isn’t offering enough room for advancement, perhaps there’s an opportunity to take on new responsibilities or projects that align with your interests. This could help break the cycle of feeling like things are stagnant.
3. Exploring Internal Opportunities: While it may feel like there’s no room for advancement in your current position, there might be other roles within the company that could provide the growth and development you’re looking for. It might be worth having a conversation with your manager about your career aspirations and exploring whether there are any internal opportunities that could help reignite your engagement.
4. Recognizing Your Needs: Burnout is a serious concern, and it’s important to acknowledge how it’s affecting you. If you’re feeling overwhelmed or exhausted, it might be helpful to look at ways to manage stress outside of work, whether through exercise, hobbies, or finding support through a mentor or counselor.  Many organizations provide EAPs (Employee Assistance Plans) which often include free counseling sessions and resources.
5. Reassess Your Workload: Evaluate your current workload. Are there tasks that can be delegated or postponed? Do you have unrealistic expectations placed on you? If you’re feeling overwhelmed, having an honest conversation with your manager about your responsibilities and seeking adjustments might help.
6. Set Boundaries: Burnout often happens when work starts to bleed into personal time. Try setting clearer boundaries between work and home life. This could mean not checking emails outside of work hours, taking regular breaks, or avoiding overworking on weekends. Setting these boundaries will allow your mind and body to recharge.
7.  Company Feedback: If you feel comfortable, it may be beneficial to share your thoughts about the company’s lack of performance bonuses or opportunities for advancement with your supervisor or HR. Constructive feedback can help drive change, especially when it comes from dedicated employees like you, as long as it’s communicated in an effective way.

I’m here to support you as you navigate this. If you’d like to discuss things further or explore options more closely, please feel free to reach out. I’m confident that with some reflection and action, you can find a path forward that reignites your motivation and helps you feel more fulfilled.

Now, let’s flip the switch and talk about burnout from the perspective of the manager / organization.

How do you know if your employees might be feeling the effects of burnout?  You might notice:

• Decreased productivity and engagement
• Increased absenteeism and tardiness
• Physical symptoms
• Increased irritability or mood swings
• Disengagement or isolation
• Reduced ability to focus or make decisions
• Increased cynicism or negative attitude
• Changes in work patterns or routine
• Feeling overwhelmed or stuck

So, what should you do?  Encourage open communication.  I highly recommend routine 1-on-1s with employees, not to serve as status updates, but to show that you care and are interested in them – doing so will benefit your organization greatly.  You might think you recognize signs of burnout but you won’t know for sure unless you have a conversation with the employee.

In order to help with burnout, there are lots of things you can do.

• Find out what that person’s career goals are and how you can help them
• Assign them new tasks (while being careful not to overload them)
• Let them cross train in other areas
• Provide recognition and rewards (I have a list of free and cheap ways to provide recognition – email me and I’ll send it to you)
• Make sure employees have work-life balance (quit expecting them to work at all hours – and when they do, let them take time off to compensate—there are some laws that surround this when it comes to exempt/ salaried employees so be mindful- or ask me)
• Adjust workloads when necessary
• Provide support
• Create a culture that demonstrates care for people – they are your biggest resource and asset after all! It’s a win-win (care for them and they will care for you and the organization in return – major return on your investment).

Let me know if you have a question or a people problem – I am happy to help!  If you aren’t already, follow me on social media (Instagram and Facebook: janearayphd).  I’ve got some exciting stuff in the pipeline… free learning opportunities!  Who doesn’t love to learn?  Especially when it’s free! 

Please keep sending in your questions as you’re not the only one out there experiencing workplace issues, and others can benefit from reading how to handle specific situations.

This is your chance to get expert advice and see your question featured!  Email me at janea@edgehrconsulting.com.  Let’s work together to make people problems easier to handle. Visit www.edgehrconsulting.com

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