Discover the secret to reducing high turnover rates in this empowering video.
Uncover effective strategies and heartwarming stories that emphasize the importance of creating a supportive work environment, fostering growth opportunities, and prioritizing work-life harmony.
Transcript from the LinkedIn Live is generated automatically. Please excuse any typos!
Hello world of LinkedIn - we are the burnout panel, a group of six women with six perspectives that gather together to bring you the best of the best on burnout prevention and recovery practices for your organizations and your lives.
Today we're talking about burnout related turnover and what happens when companies lose top talent. A conservative estimate cost of replacing an individual employee salary this issue and provide solutions that support employee wellbeing. Now as an expert in Stress Management mindset training and burnout prevention, I believe that there are three critical talking points to consider when addressing this issue so firstly it's essential to understand what is stressing your workers out stress and manifest and a whole bunch of different ways like workload work there's different things you can focus can be encouraged to do like take regular breaks you can offer them flexible schedules Etc
Finally it's essential to create recovery strategies that help your employees recover from burnout and of course prevent it from recurring again and those include offering a police time off providing access to coaching Services counseling services and with that I'd like to turn it over to Aileen.
To build on what Sharon said, there can be a special place where we can do this kind of assessment and exploration reviews alignment that comes up in that conversation maybe they just outgrown a skill that used to be you know more engaging and challenging but once they've gotten that under their belts it's not scratching the edge the same way so there's some space to change things around you can be intentional and do some job crafting and maybe explore other projects that this employee job get absorbed by other employees now talk about a reason for people leaving if we're intentional about these chickens we can say okay well yeah you're doing half of that other person's jobs let's look at this and get you back to a place of more equilibrium and it's so much better to be proactive with these conversations helping individuals and organization sustainable success so as I think about turnover, I see it as a signal as a symptom of a bigger problem it could be that there's a loss of interest in the world for some reason their people are being motivated they're not being challenged by the work there's boredom or there's a misalignment between the person in the organization in some way around the values that could be another symptom physical energy you know that's that Vitality that we feel in our bodies like there's any connection to our bodies mental energy that ability to focus to be creative and I know every organization energy that ability to actually feel confident in what you're doing to connect with others to build stronger energy we see all of these kinds of energy go down right very quickly so if you are not being if you're being overworked your physical energy and your emotional energy clearly you're going to be trying so one of the things that we can do as individuals is to really be able to return to our awareness of our own energy another challenge that we might see is this kind of inability to grow up if we can't grow and we don't feel like there's a way for us to advance we also will start to disengage and burn out so as as people in an organization one of the things you want to pay attention to is how our work is giving us a sense of our own growth is it helping us to go to that next place that we need to go in terms of our personal development in our career organization emotional and mental energy.
Lastly I would say one of the key reasons people burn out is that their values are somehow being violated in an organization or they don't have a sense of purposeful about connecting those two things as as team leaders doing evaluations so with energy management we can start to say oh we're going to cultivate our resources in such a way that when we hit these bumps will actually be able to get past them and continue to grow and try to move a mission for right thank you I'm going to pass it now to Dr. Sandra.
I'm talking about support for management thank you so much in your organizationa lot of leadership has been leading by default but the leaders that are needed now need to be better listeners they need to be better coaches and they have to be collaborators so this is going to require a leadership in the work to the workplace to be in charge of their own nervous system right this is something that this panel has a lot of experience about is people beingPretty stress in the workplace which is normal stress is not necessarily a bad thing but when this is basically spreading from person to person and you don't have a leader in charge everybody in a calm and centered and grounded way that's a big deal leaders stress trickles down through the team and having the skills to navigate their own stress is going to be a huge boom to the whole company something that's really important to understand about this burnout panel specifically is everybody here has worked in organizations in some capacity founder of fortitude and flow and this is work that I love to do with companies and individuals so I'm going to pass this off to Vanessa.
Hello hello everyone so the thing about these pressures the individual contributors they are the ones when we say employees they're the ones we're talking about and that is not true this is everyone is you know I thought you prone to this whole burnout issue within your organization right so that's that that my peer audio just shared around 50% of employees are worried about worrying about worry that's not just individuals that's everyone and right now what I do today right is as a professor to that though my corporate experience was in Corpus strategy billion dollar companies in various Industries opportunity questions that you can use to help you as a leader both managed up and also manage down is number one ask yourself and also ask the person who gives you the command what is the specific outcome they are expecting right so what happens that there's so many things to get done in a company specially when you're growing and scaling whether you're at the early stage where you've been around you know 50%why is this information needed that then allows you to understand and even to Define for yourself what could be the best possible outcomeBe done on Monday or do they have to happen tomorrow probably not tomorrow and so with that being said understanding these three things about every time when would allow you to better understand the path that you were given so that you can then better communicate that to your team and your employees so that they can then not worry as much not as much not the same time
hello everybody I work with organizations every day to help them reduce burnout specifically in order so that they can keep the top performers so this is what I talk about all day everyday and the reason that I focus on top performers is because we give a stat right in the very beginning they are the least likely group to ask for help and the most likely group do not I beg you do not leave your top performers behind their Healthcarecame up I was quick and simple today do we have any questions to well question for you today Hello testingOpening door practice is one that allows for reciprocation on the level that you're trying to get at when you go to your top performers and you say to them hey last week I really messed up so and so and either this is how I figured it out or do you know anybody that could help me figure it out you also open the door at least to either ask them or for them to say hey Google whatever you know what how do you what are some signs right that people can look out for that leaders can look out for organization can look out for that they may be at risk of a massive just High turnover rate what is something that people can look out for specifically you're looking for a lack of productivity you know there's always the danger of believing that everything is good because you've been successful and not really checking in and making sure that you you don't need to tweak anything and that's kind of what we saw about those classic example was Blockbuster how they're like yeah we got it under control and then next thing you know they're overtaken by a new industry Giants right so it's really important not to fall into this self-efficacy trap cuz you get into this negative spiral where you think that everything is working just because if you have these top performers you're not asking the right questions and you're not paying attention you might find out later that you're in a lot of hot water.
So I I suggest that companies do take the seriously and explore even if you think that things are okay right now I had a thought about that too there's a book called Power by field where they actually interviewed people who are with cell and they're in their disciplines where they Resurgence or artists or athletes or whatever and one of the things they talked about was this idea that people will do whatever they have to do regardless of how they feel they actually called it a symptom and that when you notice people just continually doing and doing and doing and not even ever talking about how they feel we're in trouble it's like they call it a formula for mediocrity that literally if you keep pushing yourself what happens is everything's train there's nothing left to give but you keep going and then as Cape mentions then your body starts to fail right something's got to give at some point so this ability this ability that we can have to sort of check in with people and say everybody says I'm fine but what does that really mean fine how are you feeling literally you might have to take these conversations I want you to pay attention to those because I know that that's what really drives what's in you that makes this work upI love that one of the biggest things with my hundreds of hours of interviews the perfectionist is that they get really good at putting their heads down and working harder when things are not working they work harder and it to your point it makes it more difficult sometimes to even tellI often I might want to go into a company's and I'm doing coaching I will be talking with people and their perception of their stress is not necessarily accurate to like the reality of what's going on so having those regular check-ins with your folks and and having a collective support system looks like we've got a question here in the comments how to help manage burnout when you're in a downturning organization facing the prospect of having less people when folks are already suffering from the big question actually I'm wondering if Vanessa if you have something to say about that since you're often in me and not space question what I was feeling Etc and it was only I know people were talking about you know checking with your leaders checking with your employees but sometimes in my case it was my leader who was an impetus for me not feeling welcome heard or even that I belonged in that organization right and so it was only when I was able to speak to other people outside of my team and I was able to get so the other mentors you can say or other advisors and other people other leaders and organizations no one actually knows who they are except for you that means they're not talking to people in the company and organization that's a problem like that means that they like they just don't feel like they're like long there or there's so much inside of them that they just don't feel comfortable sharing it all that inside will then build up and it will explode in some form or fashion okay and it may not be a buddy which means that that is a flag send them to Executive code send them to send them somewhere but he was sending the HR even if you're afraid to say about you but send them anyways because it's better to for them to be heard and for them to not be heard and then you end up in a whole situation question on a regular basis because at the end of the day everyone in that sense when everything is kind of going into a downturn it was on the same boat everyone's on everyone should be on the same page cuz everyone on the same boat and so it's just a leader to be transparent and honest it's one of my crisis management is being transparent is being honest is being humble and it's been having to understand what's talking about having to understanding that hey employee he's not looking too great they're just on paper that I'm looking too great however I believe that it can change because XYZ ABC right so don't leave people in the dark keep them in line with what it is that you think it's going to happen and a lot of people during the pandemic they were still able to get their employees back even after they fired them or they put them on hold for them because there was that level of transparency of just okay here's what's happening every week right system regulation so different kind of stressful but still stressful.
It all comes back to how much no matter what's going on can we feel grounded literally turn off flashlight can we assess with really necessary and other tasks projects deliverables that can be punted instead of just saying oh this is what we've always done now we have less people do all the same things let's get realistic here and say let's mitigate us all burning out and what are the things we might be able to put a temporary hold on or punt if you need to be in touch with us you have more questions you can throw them down in the comments below we will do our best to answer them even after this is finished management.
