Do you often find yourself thinking, “There’s just too much to do and not enough time,” or “I need a break, but I can’t take one”? You’re not alone. A growing number of Kiwis are grappling with burnout, which has become more prevalent in workplaces.
Burnout is characterised by emotional, mental, and physical exhaustion, can lead to feelings of detachment and decreased productivity. As a leader, you need to prioritise your own well-being while also fostering a supportive atmosphere for your team.
Recent studies indicates a significant increase in burnout rates among the workforce, with 57% of New Zealand employees categorised as “high risk” for burnout as of April 2024. Aside from that, employees report experiencing burnout at higher rates than managers, with 60.7% of employees feeling the effects compared to 52.2% of managers.
This dire situation highlights the necessity for proactive measures to tackle the issue. Here are practical tips you can do as a leader to help prevent burnout in workplaces, along with successful case studies from Kiwi brands you can take a cue from.
Burnout does not occur suddenly that’s why it’s important to identify early indicators such as emotional fatigue and negative attitudes towards work can help prevent escalation. High stress levels coupled with inadequate recovery time often contribute to this problem.
To effectively detect burnout, organisations can use various tools and strategies. The Burnout Assessment Tool (BAT), developed by researchers, helps identify early warning signs of burnout by measuring factors like exhaustion and emotional impairment.
This detection tool enables organisations to pinpoint at-risk employees before issues escalate. Another early detection strategy to do is by conducting regular wellness surveys also provides insights into employee well-being, helping organisations identify trends and address potential burnout before it becomes widespread. Such measures are crucial for maintaining a healthy workplace environment.
As leaders, fostering an environment where employees feel safe discussing their mental health is crucial. Promoting open dialogue and encouraging work-life balance can lead to meaningful improvements.
Firms that engage in proactive burnout management can enjoy enhanced productivity and increased employee engagement. High-trust cultures report burnout rates of just 16%, compared to 27% in environments characterised by low trust.
According to a recent report by nib New Zealand and the Employers and Manufacturers Association (EMA), 83% of employees expressed a preference for flexible working conditions, while 76% opted for hybrid work arrangements. Studies indicate that such flexibility can lead to a reduction in burnout rates of 5-7%, particularly when employees can manage their own schedules to balance personal and professional responsibilities.
Xero serves as an effective example by prioritising flexible work options. Allowing employees to choose their hours and work locations supports a healthier balance between work and personal life. The company promotes taking mental health days without stigma, emphasising that well-being matters.
Consider adopting similar practices in your organisation. Options such as flexible schedules and remote work can be beneficial. Regular reminders that taking mental health days is not only acceptable but encouraged can create a healthier work environment. Incorporating structured breaks throughout the day can also help everyone recharge.
According to the Mental Health Foundation of New Zealand, workplaces in Aotearoa that focus on mental health communication experience higher employee satisfaction and lower turnover rates. Regular check-ins are effective in identifying stressors early, enabling timely interventions.
Gallup reports that only 34% of employees strongly agree that their supervisor fosters an environment that is trusting and open, which highlights a significant gap where improved communication could help reduce burnout risks.
Fisher & Paykel Healthcare emphasises the importance of open communication. Managers regularly check in with team members to discuss workloads and stress levels. They also offer an Employee Assistance Programme (EAP) for confidential counselling on personal or professional issues.
Establishing routine check-ins can be quite effective. Make it a priority to have conversations with your team about their feelings and any challenges they may encounter. Providing access to mental health services, such as an EAP, can create an atmosphere where everyone feels appreciated.
Your organisation should value professional and personal balance, take a cue from another Kiwi brand who have paved the way for mental health importance. The Perpetual Guardian gained attention for its trial of a four-day workweek, while maintaining employees’ pay. This innovative approach resulted in a 20% rise in productivity and a significant reduction in stress. Employees benefited from a better balance between work and personal life, leading to greater job satisfaction.
Even if a four-day workweek isn’t practical for your business, think creatively about how to give employees more control over their schedules. Options like flexible hours or varied shifts, along with encouragement for regular breaks, can greatly enhance overall well-being.
According to a 2018 survey, 44% of respondents reported never having taken a mental health day, yet 66% expressed a desire to do so, about 27% admitted to being untruthful about taking a mental health day, which reveals a culture where mental health needs are often not addressed openly.
When it comes to workplace policies, In the meantime report from Mental Health Foundation of New Zealand, only 37% of New Zealand workplaces have established mental health policies, suggesting a notable gap in support systems that could help alleviate burnout risks for employees.
Air New Zealand actively encourages mental health through wellness programmes that include stress management workshops and resilience training. They stress the importance of regular breaks, particularly for those in high-pressure roles, to ensure everyone has time to recharge.
Consider integrating similar wellness initiatives into your workplace culture. You can start by offering workshops or training your team on using mental health apps on stress management or organising fitness classes can create a more relaxed environment where employees feel supported.
You can take inspiration from another Kiwi business on preventing burnout in the workplace such as The Warehouse Group. They frequently surveys their employees regarding their workloads and stress levels. This feedback helps them make informed adjustments to policies, ensuring their team receives necessary support.
Implementing regular feedback mechanisms can prove invaluable. Anonymous surveys or open discussions can help you grasp the pressures your team faces. Using this information, you can adjust work policies and provide essential mental health resources.
Kiwi business leaders can effectively combat burnout and champion mental health by implementing practical strategies. Case studies from organisations such as Xero, Fisher & Paykel Healthcare, and Air New Zealand highlight the positive impact of flexible work arrangements and open communication. Leaders should prioritise employee well-being by using tools like the Burnout Assessment Tool and conducting regular wellness surveys to identify at-risk individuals early.
Promoting flexible work options, exemplified by Perpetual Guardian’s trial of a four-day workweek, not only enhances productivity but also enables employees to balance their professional and personal lives.
Encouraging honest discussions about mental health and maintaining regular check-ins foster a supportive atmosphere that builds trust. Incorporating wellness programmes and actively seeking employee feedback further reinforces a culture focused on mental health.
By adopting these approaches, Kiwi business leaders can reduce burnout rates, improve employee satisfaction, and create a healthier work environment. A proactive stance on mental health advocacy not only benefits employees but also drives organisational success, making it an essential priority for Kiwi businesses.
