Are you dealing with corporate burnout? It’s a common problem today, I hear it all the time. What if I could give you some ideas on not only how to resolve it, but some game changers in terms of how we can reverse it for you?
This is going to be a 2 part series, and you’re going to want to tune in next week to hear the rest. Today we’re going to talk about the symptoms of corporate burnout, and then we’ll address those big game-changers the next time we’re together.
Corporate burnout is a downward spiral. In other words, it slowly happens, it doesn’t just happen overnight. I think most of us know that, but we need to understand the symptoms or the indicators of that burnout. We can then diagnose it and come up with a strategy to solve it.
There are four major indicators of burnout, and I will share them in succession of how they typically happen.
ONE – First of all, there’s a lack of shared cooperation that starts to unravel within the organization. You will notice a lot less engagement toward solutions between team members as well as departmentally.
TWO – Secondly, you will begin to see an increase in missed deadlines or details and even some confusion on projects. Start to pay closer attention to what’s going on in your organization. If you’re seeing little indicators of that, even at the smallest degree, that’s when you want to catch it. It’s at this point that it can still be reversed with some smaller changes such as taking time to really listen to the concerns of team members both corporately and individually. You can also conduct a ten to twelve-question satisfaction survey (which I recommend every six months) to determine where the major issues lie. Using only ten to twelve very targeted and well-thought-out questions will keep it simple for your team while giving you the insights you need. These types of actions are critical in this stage of preventing corporate burnout. We will discuss more solutions in our next posting.
THREE – However, if you don’t take action at this point, you’ll begin to see more issues with communication. You’ll see silos forming in departments or portions of your organization. You will also notice some turf wars happening, creating greater divisions, more misunderstandings, and unfortunately, lots of blame.
Once it gets to this stage, the overall work environment has become toxic creating increased gossip and unraveling things very quickly. People are people with common needs of value, acceptance, and understanding. The more we allow dissension to continue the worse it can get. When the atmosphere has become toxic, creativity, teamwork, and cohesiveness have gone out the window making burnout inevitable.
FOUR – The fourth indicator of corporate burnout is poor attendance and obviously retention issues. That is when it starts to cost us big money.
In another article, we talk about specific ways in which you can reverse that corporate burnout, whether you’re in the beginning stages or you’re towards the end stages because it’s never too late.
I also want to remind you that just as you get into the situation slowly, you’re not going to get out of it quickly. You need to come with an attitude of commitment and take some notes so that you can begin to pull yourself out of the corporate burnout situation and change your culture.
The first step toward an engaged, productive team is to schedule your FREE session with our coaches.
