10 Tips to Prevent Employee Burnout
INTRODUCTION
We’ve all been there: it’s 1:30 am and you're sitting at your desk, staring at the computer screen, trying to wrap things up before the big meeting.
And, it’s a Saturday!
During my early days as an architect at a large firm in Chicago, I might have unofficially set a record for the longest stretch of sleepless work - a staggering 75 hours. This marathon task was necessitated by a project deadline set for a Friday. I didn't take any breaks or naps, laboring continuously for what amounted to three whole nights.
In my sleep-deprived state, I fancied that I had stumbled upon a hidden truth: staying awake for three successive days would eliminate the need for sleep altogether. The exhaustion took a toll on my senses, making my brain feel as though it was cushioned inside a one-inch-thick foam helmet - a peculiar sensation indeed.
In retrospect, I was clearly delusional. I can't help but think that the decisions I was making during this time were far from ideal. The episode finally came to an end on the third day when a colleague found me still at my desk in the morning. Realizing my state, they took the initiative to pry me from my workstation, drive me home, and ensure that I got the sleep I so desperately needed.
As architects, we are primed to do all-nighters starting with our first year of architectural school. It’s part of the cult and a badge of honor to do this. In addition, we love to design so much that this doesn’t even feel wrong. For some of us, it’s an addiction.
As a sole practitioner, this isn’t nearly as horrible as it is when you become an employer and your staff continues this tradition. By now, we all understand how critically important sleep is for our overall health and optimal functioning. As a business owner, you must recognize that employee burnout is a serious issue that can impact not only the productivity and quality of your team’s work but also their overall health and well-being. Most firms I know list their team as their most valuable asset. If this is true, you need to treat them that way. If you’re heartless and think there is nothing wrong with working your staff to exhaustion (that’s what your boss did to you when you were young), and that this is just part of the culture, I would like to appeal to your business sense. Every employee is an investment, and you want to maximize this investment, not burn it out.
“Overwork is the surest way to underachievement.”
As an employer, it’s crucial to address this issue proactively. The solution begins with you. It begins by becoming a better manager and creating a strong, caring culture in your firm. I’m going to give you 10 tips that your firm should practice. Some of you might say, you are already doing some of these. Great. However, you must be doing ALL of these to ensure your firm and your employees remain healthy, engaged, appropriately challenged, trusting, and loyal.
#1: Manage Workloads
Encourage a culture that values quality over quantity. Make sure workloads are distributed evenly and that deadlines are realistic. Regularly review workloads and check in with your team to ensure they are not overloaded. Use technology, such as BQE CORE to help manage project budgets and schedules.
#2 Encourage Regular Breaks
Regular breaks help employees relax and recharge. Encourage your team to take short breaks during the day, and ensure they are taking their full lunch break away from their desks. This might seem inconsequential, but it has as much impact on the creativity and productivity of your staff as stretching before and after physical exercise is for an athlete. Periodic longer breaks (e.g., vacations) are also essential. Insist your employees take their earned vacation time. If you sense burnout, do what my boss once did to me. Go over to that person’s desk, tap them on the shoulder, and say, “Hey, why not grab a book, head out to the park, and read for the rest of the afternoon? Go enjoy yourself.”
#3 Promote Work-Life Balance
We all believe in this but few architects actually practice this. Avoid encouraging long working hours and working over the weekend regularly. Encourage your employees to have a healthy work-life balance by having time for their personal lives and interests outside of work.
#4 Foster Open Communication
Encourage employees to voice their concerns, challenges, or ideas. Having regular check-ins or one-on-ones can help identify issues early on and make employees feel heard and supported. Don’t wait for an annual performance review to speak deeply with your employees.
#5 Provide Mental Health Support
This can include providing access to professional counseling services, promoting mental health awareness, or even offering mindfulness and relaxation activities, such as yoga or meditation sessions. I’m a recent convert to meditation. I wish I had learned this 40 years ago!
#6 Recognize and Reward Efforts
Recognize and reward your employees' hard work. This can be as simple as verbal recognition, an employee of the month program, or small bonuses or gifts. Don’t take these efforts for granted.
#7 Provide Career Development Opportunities
Offering opportunities for career advancement can help employees feel that they are growing and that their work is meaningful, reducing feelings of burnout.
#8 Promote a Positive Work Environment
A positive work environment that fosters collaboration, respect, and trust can greatly reduce stress levels and prevent burnout. This can be achieved through team-building activities, clear and positive communication, and a safe and comfortable physical workspace. Another reason why firm culture is one of the first things every owner should consider when building a practice.
#9 Offer Flexible Work Arrangements
This has become more common since COVID-19. If possible, offering flexible work arrangements, such as remote work, flexible hours, or compressed workweeks, can help employees better balance their personal and professional lives.
#10 Provide Adequate Resources and Tools
Make sure your employees have the necessary tools and resources to perform their jobs effectively. This includes up-to-date software, efficient equipment, and proper training. Look into business, office, and project management software solutions that are built around the unique needs of the AE industry. Evaluate which tools make the best sense for your firm. Make sure you include BQE CORE in that analysis.
CLOSING
In closing, as a leader, your actions and attitudes can have a significant impact on your team. Avoid overworking yourself, take breaks, communicate openly, and show appreciation for your team. This will set a positive example for your employees.
